The Mediation Effect of Affective Organizational Commitment on the Relationship between HRM Practices and Turnover Intention in the RMG Industry

Abstract

The aim of this study was to identify the relationship between Human Resource Management (HRM) practices (promotion opportunities, employee relations), affective organizational commitment and employees’ turnover intention. This study engaged a quantitative research approach by conducting a survey to collect data. By using simple random sampling, 413 supervisors from the RMG industry in Bangladesh were sampled for the study. This study investigated the mediating effect of affective organizational commitment on HRM practices and turnover intention. By using SPSS version 29.0, Pearson’s correlation coefficient analysis showed that HRM practices (promotion opportunities, employee relations) and affective organizational commitment were significantly negatively correlated with turnover intention. Multiple regression analyses were used to test the hypotheses of the study. The limitations and suggestions for future research are evolved.