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Relationship between Human Resources...

Okodogbe, Emmanuel.

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Relationship between Human Resources Management Practices and Employee Intention to Leave Healthcare Organizations.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Relationship between Human Resources Management Practices and Employee Intention to Leave Healthcare Organizations./
Author:	Okodogbe, Emmanuel.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
Description:	193 p.
Notes:	Source: Dissertations Abstracts International, Volume: 80-04, Section: B.
Contained By:	Dissertations Abstracts International80-04B.
Subject:	Organization Theory. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10933436
ISBN:	9780438385320

Relationship between Human Resources Management Practices and Employee Intention to Leave Healthcare Organizations.
Okodogbe, Emmanuel.

Relationship between Human Resources Management Practices and Employee Intention to Leave Healthcare Organizations. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 193 p.

Source: Dissertations Abstracts International, Volume: 80-04, Section: B.

Thesis (Ph.D.)--Northcentral University, 2018.

This item must not be sold to any third party vendors.

Human resource management practices (HRMPs) is a critical component associated with employee satisfaction and turnover. HRMPs have been widely documented in the literature as being significantly related to employees' intention to leave the healthcare organizations. The healthcare sector is understaffed, while the demands and health needs of the population continue to grow. As a result, employees' turnover is a great problem that the healthcare organizations experience. The purpose of the non-experimental and correlational study was to examine the relationship between four HRMPs of highly selective staffing, extensive training, compensation policy, and empowerment and intention of employees to leave the selected Long Island, New York, healthcare organization. The guiding theoretical framework of the study was based on job satisfaction theory, which pertained to employee performance in the organizations, and the theory of engagement, which is related to employee commitment, satisfaction, and employees' intention to leave healthcare organizations. Convenience sampling was used to recruit at least 152 participants from the targeted population. Four predictor variables were included in the calculation for an F test of multiple regression analysis. The main research question of this study was: to what extent does the combination of the four HRMPs predict employee intention to leave the healthcare organizations, as indicated by SLI scores? The study procedure was completed by providing a link to the selected sample participants, which were voluntarily required to fill out questionnaires. SurveyMonkey™ was used as the online platform to collect data. IBM SPSS Statistics was used to analyze the data collected from the participants. Descriptive analysis and multiple regression analysis were performed to test the main research hypotheses. The results of the analysis revealed that the four HRMPs were predictors of employees' intention to leave healthcare organizations. It was recommended that the staffing procedure, providing adequate training, beneficial compensation plan, and empowerment to the employees in healthcare sector should be integrated into the strategic plans to sustain and improve the healthcare sector and the institution itself; while curtailing employee turnover.

ISBN: 9780438385320Subjects--Topical Terms:

3432359
Organization Theory.

Relationship between Human Resources Management Practices and Employee Intention to Leave Healthcare Organizations.
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