The Influence Of Skill-Enhancing And Motivation-Enhancing HRM Practices On Turnover Intention: The Role Of Work Engagement

Abstract

This study looked at how work engagement mediated the relationship between skill and motivation enhancing HRM practices and turnover intention. 307 academic employees who work at public universities in Sindh, Pakistan, provided the data. The data analysis method employed was partial least squares structural equation modelling via Smart PLS. In terms of findings, the study concludes that physical engagement does not mediate the relationship between skill and motivation-enhancing HRM practices and turnover intention, while cognitive engagement mediates the relationship between skill and motivation-enhancing HRM practices and academic staff’s turnover intention. Moreover, emotional engagement mediates the relationship between skill-enhancing HRM practices and turnover intention, while emotional engagement does not mediate the relationship between motivation-enhancing HRM practices and turnover intention. Practitioners looking to enhance work engagement can do so by developing the proper skill and motivation to enhance HRM practices to reduce turnover intention. This paper adds to the body of literature by demonstrating work engagement as a crucial mediating mechanism through which turnover intention can be reduced by providing proper skills and motivation enhancing HRM practices among academic staff.