The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka
AbstractThis study empirically evaluated six Human Resource (HR) practices (realistic job information, job analysis, work family balance, career development, compensation and supervisor support) and organizational commitment that could have an impact on the Marketing Executive Intention to Leave (MEIL) in the Sri Lankan leasing companies. The results indicated that realistic job information, job analysis, career development, compensation and organizational commitment variables were negatively and significantly correlated to the MEIL. Supervisor support is negatively correlated to MEIL but the work family balance was not negatively correlated with MEIL. This may be due to the freedom enjoyed by the marketing executives. Results of the regressing the HR practices on MEIL showed that compensation and job analysis are strong predictors of MEIL. Results of the regressing the HR practices and organizational commitment on the MEIL showed that organizational commitment is the strongest predictor on MEIL. On the whole, the independent variables accounted 54% of the variance in the MEIL. The key findings of this study are organizational commitment being the strongest predictor and compensation and job analysis are the strong predictors of MEIL. The leasing companies should address the findings of the study in their retention strategies.
How to Cite
Abeysekera, R. (2007). The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka. Contemporary Management Research, 3(3). https://doi.org/10.7903/cmr.94
Organization Behavior and Human Resource Management