Impact of Human Resources Management Practices on Turnover Intention through Intrinsic Motivation: Evidence from the Jordanian Hospitality Industry

TLDR: In this paper, a literature review paper that aims to investigate theoretically the antecedents of employee turnover intention is presented, where the authors find that human resources management practices enhance employee intrinsic motivation which can strongly boost employee loyalty to their organization resulting in decrease employee intention to leave the workplace.

Abstract: In light of the difficult challenges facing the hospitality industry, actual employee turnover becomes an important issue facing the hospitality industry due to its negative impacts on hotels' performance, sustainability, and growth as well as the failure to satisfy customers' needs. Drawing on the social exchange theory, the present paper is a literature review paper that aims to investigate theoretically the antecedents of employee turnover intention. Some critical research gaps were found through this theoretical investigation. For instance, human resources management practices play a critical role in hotels' success through enhance employees' attitudes and behaviors but lack research existed to identify deeply the impact of these practices on employee turnover intention. Theoretical evidence was found that human resources management practices enhance employee intrinsic motivation which can strongly boost employee loyalty to their organization resulting in decrease employee intention to leave the workplace. In other words, employee intrinsic motivation can play a mediating role between human resources management practices and employee turnover intention.