Open AccessThe Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance
Author(s) -
Fathi Mohamed Abduljlil AL-Damoe,
Mohamd Yazam,
Kamal Bin Ahmid
Publication year - 2012
Publication title -
international journal of human resource studies
Language(s) - English
Resource type - Journals
ISSN - 2162-3058
DOI - 10.5296/ijhrs.v2i1.1252
Subject(s) - human resource management , organizational performance , employee retention , organizational behavior and human resources , knowledge management , business , psychology , human resources , organizational commitment , management , marketing , social psychology , computer science , economics
The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance