Title: Linking training and development to employee turnover intention: are performance management and compensation sequential mediators?

Authors: Koon Vui-Yee

Addresses: Department of Management, Sunway University, No. 5, Jalan Universiti, Bandar Sunway, 47500 Subang Jaya, Selangor, Malaysia

Abstract: It is believed that providing training and development opportunities at the workplace could reduce employees' turnover intention. However, the association behind this relationship is still unclear. This study analyses performance management and compensation as mediating the association between training and development and employee turnover intention from a relational perspective. Data was obtained from 633 public and private employees in Malaysia using convenience sampling. The results support the predicted model of training and development having no direct effect on turnover intention. It is worth noting that the inclusion of performance management alone (as a mediator) leads to an increase in employee turnover intention. The combination of performance management and compensation as mediators also leads to an increase in employee turnover intention, but at a significantly lower effect. These findings provide insights into human resource management (HRM) and the use of relational human resources practices to influence employee turnover intention in the workplace.

Keywords: training and development; performance management; compensation; turnover intention; sequential mediators.

DOI: 10.1504/JGBA.2018.097375

Journal for Global Business Advancement, 2018 Vol.11 No.5, pp.564 - 586

Received: 16 Nov 2017
Accepted: 29 Jul 2018

Published online: 16 Jan 2019 *

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