THE IMPACT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON TURNOVER INTENTION THROUGH EMPLOYEE LOYALTY: EVIDENCE FROM THE BANGLADESH ICT INDUSTRY
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Abstract
Given the challenging difficulties the ICT sector is facing, actual staff turnover has become a significant problem for the sector due to its detrimental effects on ICT performance, sustainability, and growth as well as the inability to satisfy customer’s expectations. The current study is a survey of the literature that attempts to theoretically examine the causes of employee turnover intention using the social exchange theory. This theoretical examination revealed several significant research needs. Human resources management practices, for instance, are crucial to the success of ICT because they improve employee’s attitudes and behaviors, but there hasn't been enough research done to fully understand how these policies affect the likelihood that people will leave their jobs. There is theoretical support for the claim that good HR practices increase employee loyalty, which can significantly increase the person's commitment to their employer and reduce their turnover intention. In other words, employee loyalty might operate as a buffer between HR management practices and plans for high employee turnover.
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