Open AccessHuman Resource Management Practices, Organisation Citizenship Behaviour and Turnover Intentions in Public Universities: The Mediating Role of Job Satisfaction
Author(s) -
Godfrey Tumwesigye,
David Onen,
John C. S. Musaazi
Publication year - 2020
Publication title -
journal of education, society and behavioural science
Language(s) - English
Resource type - Journals
ISSN - 2456-981X
DOI - 10.9734/jesbs/2020/v33i1230283
Subject(s) - job satisfaction , mediation , psychology , structural equation modeling , turnover intention , organizational citizenship behavior , turnover , social psychology , job attitude , human resource management , human resource policies , organizational commitment , citizenship , test (biology) , job performance , political science , management , mathematics , economics , politics , law , paleontology , biology , statistics
Aims: The purpose of this paper was to examine the relationships between human resource management practices (HRMPs) and employee outcomes of organizational citizenship behaviour (OCB) and turnover intentions among employees of Public Universities in Uganda, mediated by job satisfaction.
Design/Methodology: The study adopted a cross-sectional, quantitative approach. A sample of 479 academic and non-academic staff was drawn from three public universities in Uganda. SPSS (v20) and AMOS (v20) were used to conduct correlation and structural equation modelling techniques to test the hypotheses.
Results: The results show that job satisfaction is positively related with HRMPs (β =.588, p<.001). The results also show that OCB is positively related to HRMPs (β =.226 p<.01) and job satisfaction (β =.210; p<.01) while turnover intention is negatively influenced by HRM practices (β = -.124, p<.05). The results further show that job satisfaction partially mediates the positive relationship between HRMPs and OCB. Job satisfaction also partially mediates the negative relationship between HRMPs and turnover intentions. This study contributes to the HRM body of knowledge by finding further support for the mediation effects of job satisfaction on the relationships between HRMPs and OCB and between HRMPs and turnover intentions in public universities in Uganda.
Conclusion: The implication of this study is that in order to boost OCB and reduce turnover intentions among employees of public universities in Uganda, managers should employ HRMPs practices that lead to job satisfaction. Limitations and directions for future research are outlined.