The Relationship Between HRM Practices and Turnover Intentions

A cross-sectional study of the Virgin Island’s public sector was conducted to ascertain whether its human resource management (HRM) practices were related to the employees’ organizational citizenship behavior (OCB) and intentions to leave. A quantitative approach was taken to evaluate employees’ perception of the organization’s HRM practices. Multivariate analysis demonstrated the following demographics: residence, gender, human resource (HR) staff, and supervisory/managerial positions were determining factors in the relationship. Residence correlated to turnover intentions (TIs); gender and supervisor/manager correlated to OCB, while being an HR staff correlated to the HRM factor, employee skill/organizational structure. The results of multiple regression analysis indicated that HRM practices did not predict OCB or TIs.