Affiliations: [a]
Department of Management Sciences, University of Loralai, Loralai, Pakistan
| [b]
University of Balochistan, Quetta, Balochistan, Pakistan
| [c]
Business Studies Department, Bahria University, Islamabad, Pakistan
Correspondence:
[*]
Corresponding author: Abdul Samad Kakar, Department of Management Sciences, University of Loralai, Pakistan. E-mails: deputydirectorqec@uoli.edu.pk, samad_kakar@hotmail.com; ORCID ID: 0000-0002-1209-2454
Abstract: OBJECTIVE:Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS:The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS:The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS:This study shows that IT professionals’ turnover intention is affected by their perceptions of HRMP, POF, and PJF. The study has further extended our understanding of the mediating mechanism involved between HRMP and turnover intention. This study suggests that organisations need to implement HRMP that not only enhances IT professionals’ knowledge, skills, and abilities but also strengthens their congruence with the values and goals of the organisations.
Keywords: Human resource management practices, person-organisation fit, person-job fit, intention to leave the job, turnover intention
