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Article history: Received: October 7, 2018 Received in revised format: November 29, 2018 Accepted: December 14, 2018 Available online: December 14, 2018 High rates in turnover of skilled employees can turn to be a very significant concern in organizations world-wide. Turnover affects productivity, product or service quality and of course profitability. As Human Resources (HR) activities can be considered as a primary source of sustainable competitive advantage in organisations, it would also play a major role in employees’ intention to stay or to leave. This paper examines the influence of different human resource practices on employees’ job satisfaction and organizational commitment and eventually on job turnover with a focus on the governmental sector in the State of Qatar. In order to develop such investigation, a model was suggested and an online questionnaire was developed and distributed. Hypotheses were tested on a sample of more than 250 highly ranked employees in Qatar. Statistical correlations were conducted to examine the relationships among variables under investigation. The results show that positive relationships were observed between the HR practices under investigation and job satisfaction and organizational commitment which indicate intention to stay. © 2019 by the authors; licensee Growing Science, Canada

management science letters

The impact of human resource practices on job satisfaction and intention to stay in emerging economies: Model development and empirical investigation among high caliber governmental employees in Qatar