How work-related support alleviates turnover intentions in Islamic HRM contexts

Authors

  • Salmi Bawasa Faculty of Business Management, Universiti Teknologi MARA Selangor
  • Abdul Kadir Othman Faculty of Business and Management, Universiti Teknologi MARA Selangor

DOI:

https://doi.org/10.24191/jeeir.v12i2.1520

Keywords:

Co-worker and Supervisor Support, Employee Turnover Intention, Islamic Human Resources Management (IHRM), Multinational Corporations

Abstract

The objective of the study is to determine whether Islamic Human Resources Management (IHRM) can influence employee turnover intention with the mediation effect of co-worker and supervisor support. Employee turnover intention impacts organizations in many areas such as productivity, staff morale, replacement cost, and many more. Finding the reasons for such behaviour is supreme based on these significant factors. This study adopts a positivist research design with a correlational study approach. Multinational corporations (MNCs) scattered in Malaysia are the main population with a sample size of 277 respondents. Questionnaires are used as the research instrument. Findings disclosed a strong significant relationship between Islamic recruitment and Islamic performance and compensation and employee turnover intention. The co-worker and supervisor support had a strong relationship with employee turnover intention. The co-worker and supervisor support also had a strong, significant mediating relationship between Islamic recruitment, Islamic performance and compensation, and employee turnover intention.

References

Ahmad, K. (2008). Challenges and practices in human resource management of the Muslim world. The Journal of Human Resource and Adult Learning, 4(2), 34–42.

Ahmed, I., Ramzan, M., Mohammad, S. K., & Islam, T. (2011). Relationship between perceived fairness in performance appraisal and OCB: The mediating role of organisational commitment. International Journal of Academic Research, 3(5), 15–20. https://www.researchgate.net/publication/266139349

Alfalih, A. (2016). Religion, culture and management: A comparative study of the impact of Islam and Saudi culture on HRM practices of indigenous and foreign owned and managed corporations in Saudi Arabia [Doctoral thesis, University of Wolverhampton]. University of Wolverhampton Open Repository. Retrieved from https://wlv.openrepository.com/handle/2436/618494

Alkahtani, A. (2014). An application of Islamic principles in building a robust human resource management system (in Islamic countries). International Journal of Recent Advances in Organizational Behaviour and Decision Sciences, 1(3), 183–194.

Allui, A., & Sahni, J. (2016). Strategic human resource management in higher education institutions: Empirical evidence from Saudi. Procedia - Social and Behavioral Sciences, 235, 361–371. https://doi.org/10.1016/j.sbspro.2016.11.044

Azmi, I. A. G. (2015). Islamic human resource practices and organizational performance: Some findings in a developing country. Journal of Islamic Accounting and Business Research, 6(1). https://doi.org/10.1108/JIABR-02-2012-0010

Balla, Z. I., Alias, R., Isa, A. A. M., Zaroog, O. S., & Osman, Y. (2016). Impact of Islamic value as strength of human resources management practice on the organization commitment: Conceptual framework. International Review of Management and Marketing, 6(S8), 306–309.

Beer, M., Spector, B., Lawrence, P., Quinn Mills, D., & Walton, R. (1984). Managing human assets. The Free Press.

Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan at Ann Arbor.

Caplan, R. D., Cobb, S., & French, J. R. (1975). Relationships of cessation of smoking with job stress, personality, and social support. Journal of Applied Psychology, 60(2), 211–219.

Çelik, M. (2018). The effect of psychological capital level of employees on workplace stress and employee turnover intention. Innovar, 28(68), 67–75. https://doi.org/10.15446/innovar.v28n68.70472

Chakrabarti, S., & Guha, S. (2016). Differentials in information technology professional category and turnover propensity: A Study. Global Business Review, 17(3), 90S-106S. https://doi.org/10.1177/0972150916631086

Cheng, Y., & Waldenberger, F. (2013). Does training affect individuals’ turnover intention? Evidence from China. Journal of Chinese Human Resources Management, 4(1), 16–38. https://doi.org/10.1108/JCHRM-10-2012-0024

Cho, Y. J., & Lewis, G. B. (2012). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of Public Personnel Administration, 32(1), 4–23. https://doi.org/10.1177/0734371X11408701

Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240–263. https://doi.org/10.1177/0734371X15581850

Department of Statistics of Malaysia. (2023). Current population estimates, Malaysia 2022. Malaysian Government. Retrieved from https://www.dosm.gov.my/portal-main/release-content/current-population-estimates-malaysia-2022

Dhar, B. K., Rahouma, H. M., Masruki, R., & Absar, M. M. N. (2017, December 12-13). Impact of Islamic human resource practices on organizational performance through organizational commitment in the banking sector of Bangladesh [Paper presentation]. The 7th Islamic Economic System Conference (ECONS 2017), Muscat, Oman.

Fesharaki, F., & Sehhat, S. (2018). Islamic human resource management (iHRM) enhancing organizational justice and employees’ commitment: Case of a Qard al-Hasan bank in Iran. Journal of Islamic Marketing, 9(1), 204–218. https://doi.org/10.1108/JIMA-03-2017-0029

Ghayas, M. M., Akhtar, N., & Devi, A. (2023). Applying the Islamic principles in managing human resources: An investigation into authentic leadership and turnover intention. Al-Manhal Arabic Research Journal, 3(1), 1–9. https://almanhal.org.pk/ojs3303/index.php/journal/article/view/30/63

Glasse, C. (1991). The concise encyclopedia of Islam. Stacey international.

Guest, D. E. (1997). Human resource management and performance: A review and research agenda. International Journal of Human Resource Management, 8(3), 263–276. https://doi.org/10.1080/095851997341630

Gunawan, C. I. (2024). Human resource management based on Islam and Western view (J. P. R. Suwonto, Ed.; 2nd ed., Vol. 2). IRDH.

Hadjri, M. I., Perizade, B., Marwa, T., & Hanafi, A. (2019). Organizational commitment and employee performance: A case study on Sharia bank in south Sumatera. International Review of Management and Marketing, 9(1), 123–128. https://doi.org/10.32479/irmm.7529

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2013). Multivariate data analysis: Pearson new international edition pdf ebook (J. F. Hair, W. C. Black, B. J. Babin, & R. E. Anderson, Eds.; 7th ed.). Pearson Education.

Hashim, J. (2008). The Quran-based human resource management and its effects on organisational justice, job satisfaction and turnover intention. The Journal of International Management Studies, 3(2), 148–159.

Hashim, J. (2009). Islamic revival in human resource management practices among selected Islamic organisations in Malaysia. International Journal of Islamic and Middle Eastern Finance and Management, 2(3), 251–267. https://doi.org/10.1108/17538390910986362

Herzberg, F. (1966). Work and the nature of man, mentor books, the mentor executive library (F. Herzberg, Ed.; 6th, reprint ed.). World Publishing Company, 1966.

Hossin, M. S., Ali, I., & Sentosa, I. (2020). Human resource management practices from Islamic perspective; a study on Bangladesh context. International Journal of Academic Research in Business and Social Sciences, 10(6), 391–405. https://doi.org/http://dx.doi.org/10.6007/IJARBSS/v10-i6/7310

Hussain, S., & See, H. X. (2019). Factors affecting employee’s turnover intention in construction companies in Klang, Selangor. KnE Social Sciences, 2019, 108–131. https://doi.org/10.18502/kss.v3i22.5047

Imam, H., Qureshi, T. M., & Khan, M. A. (2011). The retrenchment effect on job performance with mediating effect of work life balance. African Journal of Business Management, 5(21), 8642–8648. https://doi.org/10.5897/ajbm11.1297

Ivanovic, T., & Ivancevic, S. (2018). Turnover intentions and job hopping among Millennials in Serbia. Journal of Sustainable Business and Management Solutions in Emerging Economies, 24(1), 53–62. https://doi.org/10.7595/management.fon.2018.0023

Jabid, A. W., Soleman, M. M., & Jannang, A. R. (2023). The mediating role of Islamic job satisfaction on relationship of Islamic work ethics on intention to leave. International Journal of Professional Business Review, 8(6), 1–18. https://doi.org/10.26668/businessreview/2023.v8i5.2066

Jeon, J. H., & Yom, Y.-H. (2014). Roles of empowerment and emotional intelligence in the relationship between job embeddedness and turnover intention among general hospital nurses. Journal of Korean Academy of Nursing Administration, 20(3), 302–312. https://doi.org/10.11111/jkana.2014.20.3.302

Jouda, A. A., Ahmad, U. N. U., & Dahleez, K. A. (2016). The impact of human resource management practices on employee performance: The case of Islamic university of Gaza in Palestine. International Review of Management and Marketing, 6(4), 1080–1088. http:www.econjournals.com

Khaled, A. S. D., Mahmood, N. S., & Belhaj, F. A. (2023). Islamic human resource management in Gulf countries: A literature review. In WSEAS Transactions on Business and Economics (Vol. 20, Issue 2023, pp. 514–525). https://doi.org/10.37394/23207.2023.20.47

Khan, B., Farooq, A., & Hussain, Z. (2010). Human resource management: An Islamic perspective. Asia-Pacific Journal of Business Administration, 2(1). https://doi.org/10.1108/17574321011037558

Loi, R., Ngo, H., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. https://doi.org/10.1348/096317905X39657

Lu, A. C. C., & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter? Journal of Hospitality and Tourism Research, 40(2), 210–235. https://doi.org/10.1177/1096348013495696

Maxwell, J. A. (2012). Qualitative research design: An interactive approach (J. A. Maxwell, Ed.; 3rd ed.). SAGE Publications.

Mayo, M., Sanchez, J. I., Pastor, J. C., & Rodriguez, A. (2012). Supervisor and coworker support: A source congruence approach to buffering role conflict and physical stressors. International Journal of Human Resource Management, 23(18), 3872–3889. https://doi.org/10.1080/09585192.2012.676930

Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of Applied Psychology, 67(1), 53–59. https://doi.org/10.1037/0021-9010.67.1.53

MIDA, M. I. D. A. (2022). Sustainable investments for growth.

Oliveira, L. B. De, & Rocha, J. D. C. (2017). Work engagement: Individual and situational antecedents and their relationship with turnover intention. Review of Business Management, 19(65), 415–431. https://doi.org/10.7819/rbgn.v19i64.3373

Rahman, F. N. (2018). Islamic approaches to human resource management in organizations. International Journal of Development Research, 8(10), 23542–23546.

Rahman, N. M. N. A., Alias, M. A., Shahid, S., Hamid, M. A., & Alam, S. S. (2013). Relationship between Islamic human resource management (IHRM) practices and trust: An empirical study. Journal of Industrial Engineering and Management, 6(4), 1105–1123. https://doi.org/http://dx.doi.org/10.3926/jiem.794

Razimi, M. S. B. A., Noor, M. M., & Daud, N. M. (2014). The concept of dimension in human resource management from Islamic management perspective. Middle - East Journal of Scientific Research, 20(9), 1175–1182. https://doi.org/10.5829/idosi.mejsr.2014.20.09.12513

Rokhman, W. (2010). The effect of Islamic work ethics on work outcomes. Electronic Journal of Business Ethics and Organization Studies, 15(1), 21–27. http://ejbo.jyu.fi/

Rubel, M. R. B., & Kee, D. M. H. (2015). Perceived fairness of performance appraisal, promotion opportunity and nurses turnover intention: The role of organizational commitment. Asian Social Science, 11(9), 183–197. https://doi.org/10.5539/ass.v11n9p183

Sadeq, A. H. M. (2018). Islamic ethics in human resource management. International Journal of Islamic Management and Business, 7(1), 43–55.

Salahudin, S. N. bin, Osman, A., Abdullah, M. S., Ramli, A. A., & Lim, S. N. A. (2016). Intention to quit and the demand control model: A case of Malaysian super corridor status companies. Mediterranean Journal of Social Sciences, 7(2), 217–227. https://doi.org/10.5901/mjss.2016.v7n2p217

Salkind, N. J. (2007). Encyclopedia of measurement and statistics. In N. J. Salkind (Ed.), Encyclopedia of Measurement and Statistics. Sage Publications, Inc. https://doi.org/10.4135/9781412952644

Salleh, R., Nair, M. S., & Harun, H. (2012). Job satisfaction, organizational commitment, and turnover intention: A case study on employees of a retail company in Malaysia. In World Academy of Science, Engineering and Technology (Vol. 72, Issue 12).

Sekaran, U., & Bougie, R. (2013). Research methods for business: A skill-building approach. In U. Sekaran & R. Bougie (Eds.), Leadership & Organization Development Journal (Issue 7). https://doi.org/10.1108/lodj-06-2013-0079

Sinniah, S., & Kamil, N. M. (2017). The influence of human resource practices on turnover intention: The case of a telecommunication company in Malaysia. The Journal of The Malaysian Institute of Management, 52(1), 45–62.

Turnbull, S., Walsh, L. H., & Boulanouar, A. (2016). The advertising standardisation debate revisited: Implications of Islamic ethics on standardisation/localisation of advertising in Middle East Islamic States. Journal of Islamic Marketing, 7(1), 2–14.

Wilkinson, D., & Birmingham, P. (2003). Using research instruments: A guide for researchers. In D. Wilkinson & P. Birmingham (Eds.), Using Research Instruments: A Guide for Researchers (Illustrated). Psychology Press. https://doi.org/10.4324/9780203422991

Winne, S. De, Marescaux, E., Sels, L., Beveren, I. Van, & Vanormelingen, S. (2019). The impact of employee turnover and turnover volatility on labor productivity: A flexible non-linear approach. International Journal of Human Resource Management, 30(21), 1–58. https://doi.org/10.1080/09585192.2018.1449129

Downloads

Published

2024-08-28

How to Cite

Bawasa, S., & Othman, A. K. (2024). How work-related support alleviates turnover intentions in Islamic HRM contexts. Journal of Emerging Economies and Islamic Research, 12(2), 1520. https://doi.org/10.24191/jeeir.v12i2.1520