The Impact of High-Commitment Human Resource Management (HCHRM) on the Turnover Intention of Teachers in Private Universities in China
Article Sidebar
Main Article Content
Abstract
The teachers' high-commitment human resource management (HCHRM) in private universities in China have many problems relating to HCHRM, which directly leads to the high turnover rate of teachers. Such rate is harmful to the healthy development of private higher education. The main purpose of this study is to discover the impact of each dimension of high-commitment human resource management on the turnover rate and the intermediary role of organizational commitment. This study collected 432 questionnaires. The results show that HCHRM in the dimension of selection allocation, incentive mechanism, participation, performance management, strategy-based human resource planning has significantly negative impact on turnover intention, while the effect of occupational safety is insignificant. Additionally, organizational commitment in the dimension of normative commitment, ideal commitment, economic commitment plays vital intermediary role in the impact of HCHRM on turnover intention, while the dimension of emotional commitment and opportunity commitment are insignificant. Based on those findings, this study proposes some policy suggestions for private universities to reduce the turnover rate.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
All articles published in the Journal of Management Science, Ubon Ratchathani University are copyrighted by the journal. The views and opinions expressed in each article are those of the authors and do not necessarily reflect the views of the Faculty of Management Science, Ubon Ratchathani University. The authors are solely responsible for the content of their articles.
References
Adnan, Z., Abdullah, H. S., & Ahmad, J. (2016). Assessing the moderating effect of competition intensity on HRM Practices and organizational performance link: The experience of Malaysian R&D companies. Procedia Economics and Finance, 35(7), 462-467.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The International Journal of Human Resource Management, 24(2), 330-351.
Andreeva, T., Vanhala, M., Sergeeva, A., Ritala, P., & Kianto, A. (2017). When the fit between HR practices backfires: Exploring the interaction effects between rewards for and appraisal of knowledge behaviours on innovation. Human Resource Management Journal, 27(2), 209-227.
Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670-687.
Babakus, E., Yavas, U., & Karatepe, O. M. (2017). Work engagement and turnover intentions: Correlates and customer orientation as a moderator. International Journal of Contemporary Hospitality Management, 29(6), 1580-1598.
Boselie, P., Hesselink, M., Paauwe, J., & Wiele, T. (2001). Employee perception on commitment-oriented work systems. ERIM Report Series Reference, 15(6), 100-132.
Carless, S. A. (2011). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411-429.
Ceylan, D. C. (2012). Commitment-based HR practices, different types of innovation activities and firm innovation performance. The International Journal of Human Resource Management, 24(1), 208-226.
Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49(3), 544-560.
Crossley, C. D, Bennett, R. J, & Jex, S. M. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(05), 1031-1042.
Feng, J. L. (2019). Research on job satisfaction and turnover intention of teachers in private universities: A case study of six private universities in Henan province. Journal of Hefei University, 30(3), 126-129.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Fu, S. (2018). Investigation of teachers' turnover intention in private universities and analysis of related factors. Economic Research Guide,16(8), 61-62.
Huang, C., & Zhu, C. P. (2020). Research on the impact of job satisfaction and organizational commitment on teacher turnover intention in applied universities. Journal of Huangshan University, 22(4), 104-108.
Huang, W. M. (2021). Research on the predicament and resolution path of teachers' identity in private universities. Chinese Adult Education, 43(5), 20-28.
Joseph, M. (1998). The effect of strong religious beliefs on coping with stress. Stress Medicine, 14(4), 219-224.
Krammer, M. S. (2021). Human resource policies and firm innovation: The moderating effects of economic and institutional context. Technovation, 110, DOI:10.1016/j.technovation.2021.102366
Labrague, L. J, Denise, M., Tsaras, K., Cruz, J. P., Colet, P. C, & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408.
Labrague, L. J. (2020). Organizational and professional turnover intention among nurse managers: A cross-sectional study. Journal of Nursing Management, 28(6), 1275-1285.
Li, X. W, Guo, Y. F., & Zhou, S. Y. (2021). Chinese preschool teachers’ income, work-family conflict, organizational commitment, and turnover intention: A serial mediation model. Children and Youth Services Review, 128, DOI:10.1016/j.childyouth.2021.106005
Ling, W. X., Zhang, Z. C., & Fang, L. L. (2011). Study on organizational commitment of Chinese workers. Chinese Social Sciences, 38(2), 90-102.
Mathieu, J. E., & Zajac, D. M. (1990). Toward a theory of career motivation. Academy of Management Review, 110(3), 620-630.
Memon, M. A, Salleh, R., Mirza, M. Z., Cheah, J. H., Ting, H., & Ahmad, M. S. (2020). Performance appraisal satisfaction and turnover intention: The mediating role of work engagement. Management Decision, 58(6), 1053-1066.
Momani, M. (2017). Factors influencing public hospital nurses' intentions to leave their current employment in Jordan. International Journal of Community Medicine and Public Health, 4(6), 1847-1853.
Monks, K., Conway, E., & Dhuigneain, M. N. (2006). Integrating personal development and career planning: The outcomes for first year undergraduate learning. Active Learning in Higher Education, 7(1), 73-116.
Omar, K, Mohamed, M., Majid, A., Halim, A., & Johari, H. (2012). Organizational commitment and intention to leave among nurses: The mediating role of moral obligation. International Journal of Management Studies, 19(2), 31-46.
Perez, J. & Mirabella, J. (2013). The relationship between leadership practices and restaurant employee turnover. International Journal of Accounting Information Science & Leadership, 6(18), 40-47.
Pizam, A. & Thornburg, S. W. (2000). Absenteeism and voluntary turnover in Central Florida hotels: A pilot study. International Journal of Hospitality Management, 19(2), 211-217.
Sharma, G. G, & Stol, K. J. (2020). Exploring onboarding success, organizational fit, and turnover intention of software. Journal of Systems and Software, 159, DOI:10.1016/j.jss.2019.110442
Song, L. F, Song, Y. F., Xiong, Z., & Guo, X. D. (2018). Organizational commitment and organizational culture change mechanism under high-commitment human resource management--Taking ZTE as an example. Science and Technology Management, 31(6), 149-160.
Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 39(4), 802-835.
Wang, Q. Y, & Yang, X. H. (2020). A study on the influence of tour guides' organizational commitment on resignation behavior after the implementation of the tourism law-taking Guangdong province as an example. Journal of Hunan Industrial Vocational and Technical College, 20(5), 32-36.
Wilson, N., & Peel, M. J. (1991). The impact on absenteeism and quits of profit-sharing and other gorms of employee participation. Institution-Led Review, 44(3), 454-4611.
Xing, Z. L. (2009). Research on the relationship between commitment-based human resource management system and organizational performance-Based on the empirical analysis of universities in the six provinces of central China. Management Review, 33(11), 74-83.
Xu, D. Y, & Yang, N. N.(2019). Research on the reasons and countermeasures for the turnover of in private universities-taking Huanghe Institute of Science and Technology as an example. Science & Technology Economic Guide, 25(23), 166-168.
Yang, X. F. (2018). Career growth and turnover intention of R & D personnel: The mediating role of organizational identity and emotional commitment. Tianjin Nursing, 26(8), 72-78.
Yang, Y. Y., & Chen, J. J. (2020). Related factors of turnover intention among pediatric nurses in mainland China: A structural equation modeling analysis. Journal of Pediatric Nursing, 53(5), 217-23.
Yao, Y. J., & Qiu, C. D. (2020). Establish and improve the occupational safety management system for environmental monitoring personnel. China Environmental Monitoring, 37(02), 100-106.
Zhang, Y, Wang, X. X., & Xu, J. W. (2016). A survey on the status quo of organizational commitment of nurses in public hospitals in Shanghai. Journal of Nursing Training, 31(20), 170-176.
Zhang, Y., & Li, Z. Y. (2017). An empirical study on the influence of the new generation of employee participation on turnover intention. Journal of Hanshan Normal University, 38(02), 89-93.
Zopiatis, A., Constanti, P., & Theocharous, A. L. (2014). Pride and commitment in organizations: Exploring the impact of satisfaction and trust climate. Tourism Management, 41(04), 129-140.
