Relationship between HR Practices & Employee Turnover Intentions by Taking Moderating Effect of Neuroticism and Extroversion.

Empirical Analysis of Selected Banks from Pakistan



Turnover, Turnover Intentions, HR Practices


The study is an association study because the relationship between employee turnover intentions and HR practices is studied by taking moderation effect of neuroticism and extroversion. The hypotheses are tested by taking Banking Industry in context of Pakistan. This tested the relationship of different independent factors (HR practices) with employee turnover intentions, the major causes among them, and the magnifying effect of neuroticism and extroversion, and its significance thereon. Data is collected through self-administered questionnaires and is analyzed by using different analytical techniques in SPSS including regression analysis, principal component analysis and descriptive statistics.


Download data is not yet available.

Arif, S. (2018). Impact of Organizational Justice on Turnover Intentions: Moderating Role of Job Embeddedness. SEISENSE Journal of Management, 1(2), 34-52.

Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. University of Michigan, Ann Arbor, MI.

Carl P., M. J., & Rodger, W. G. (2004). Eight Motivational Forces and Voluntary Turnover: A Theoretical Synthesis with Implications for Research. Journal of Management , Volume: 30 issue: 5, page(s): 667-683.

Chiu, R. K., & Francesco, A. M. (2003). Dispositional traits and turnover intention: Examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower , Vol. 24 Issue: 3, pp.284-298.

Choi, S., Cheong, K. (., & Feinberg, R. A. (2012). Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality: An International Journal , Vol. 22 Issue: 5, pp.492-516.

Dole, C., & Schroeder, R. G. (2001). The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants. Managerial Auditing Journal , Vol. 16 Issue: 4, pp.234-245.

Dole, C., & Schroeder, R. G. (2001). The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants. Managerial Auditing Journal , 16; 234-245.

Dulebohn, J. H., & Ferris, G. R. (1999). The role of influence tactics in perceptions of performance evaluations' fairness. Academy of Management Journal , Volume-42(3), Pg. 288-303.

Dysvik, A., & Kuvaas, B. (2010). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review , 39(5):622-638.

Erich, B. B., Vinh, Q. N., Beth, F. C., & G. Stephen, T. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News , Vol. 32 Issue: 3, pp.205-219.

Europhia. (2008). What Drives Logistics Professionals? Europhia Consulting.

Federico, s. M., federico, p.‐a., & lundquist, g. W. (1976). Predicting women's turnover as a function of extent of met salary expectations and biodemographic data. Personnel psychology , page. 559-566.

FRIEDMAN, M., & ROSENMAN, R. (1959). Association of specific overt behavior pattern with blood and cardiovascular findings; blood cholesterol level, blood clotting time, incidence of arcus senilis, and clinical coronary artery disease. Journal of the American Medical Association , Mar 21;169(12):1286-96.

George, D., & Mallery, P. (2003). SPSS for Windows step by step: A simple guide and reference 11.0 update (4th ed.). Boston: Allyn & Bacon.

Hom, P. W., & Griffeth, R. W. (1995). Employee Turnover. South-Western College.

Jackson, D. W., & Sirianni, N. J. (2009). Building the bottom line by developing the frontline: Career development for service employees. Business Horizons , 52(3):279-287.

John, O., & Srivastava, S. (1999). The Big Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives. Handbook of Personality: Theory and Research , Vol. 2, Pg. 102-138.

Joo, B.‐K. (., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal , Vol. 31 Issue: 6, pp.482-500.

Juhdi, N., Pa'wan, F., & Hansaram, R. M. (September 2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management , 24(15):3002-3019.

Kacmar, K. M., Andrews, M., Van Rooy, D. L., Steilberg, R. C., & Cerrone, S. (2006). Sure Everyone Can Be Replaced... but at What Cost? Turnover as a Predictor of Unit-Level Performance. The Academy of Management Journal , Vol. 49, No. 1 (Feb., 2006), pp. 133-144.

Krackhardt, D., & Porter, L. W. (1985). When Friends Leave: A Structural Analysis of the Relationship between Turnover and Stayers' Attitudes. Administrative Science Quarterly , 30(2):242-261.

Kurt, M., & Birgit, R. (July 2007). Personality Traits, Employee Satisfaction and Affective Commitment. Total Quality Management and Business Excellence , 18:589-598.

Lo, J. (2015). The information technology workforce: A review and assessment of voluntary turnover research. Springer Science+Business Media , Volume 17, Issue 2, pp 387–411.

Magnus, K., Diener, E., Fujita, F., & Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis. Journal of Personality and Social Psychology , 65(5), 1046-1053.

Mayende, T. S., & Musenze, I. A. (2014). Personality Dimensions and Job Turnover Intentions: Findings from a University Context. International Journal of Management and Business Research , Article 7, Volume 4, Issue 2, Page 153-164.

Meral, e., İrge, Ş., Aksoy, S., & Alpkan, L. (October 2012). The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work Related Stress. Procedia - Social and Behavioral Sciences , 58(12):289–297.

Pettigrew, K. E., Fidel, R., & Bruce, H. (2001). Conceptual Frameworks in Information Behavior. Annual Review of Information Science and Technology (ARIST) , Volume 35, p43-78.

Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower , 22(7):600-624.

Rehman, S. (2012). Employee turnover and retention strategies: An empirical study of public sector organizations of Pakistan. Global Journals Inc. , Volume 12 Issue 1.

Schlesinger, L. A., & Heskett, J. (Spring 1991). Breaking the Cycle of Failure in Services. MIT Sloan Management Review 32 , 17–28.

Sharon, P. S. (1976). Pay Differentials between Federal Government and Private Sector Workers. Industrial and Labor Relations Review , Vol 29, Issue 2, pp 179-197.

Shaw, J. D., Duffy, M. K., Johnson, J. L., & Lockhart, D. E. (2005). Turnover, social capital losses and performance. The Academy of Management Journal , Volume-48 (4), Pg. 594-606.

Smith, S. (1976). Pay Differential Between Federal Government and Private Sector Workers. Industrial and Labor Relations Review. , 29 (2): 179 – 197.

Society for Human Resource Management. (2012). Employee Job Satisfaction: How Employees Are Dealing With Uncertainty.

Stagner, R. (1948). Psychology of personality (2nd ed.). New York: Psychology of personality.

Sturges, J., Guest, D., & Davey, K. M. (2000). Who's in charge? Graduates' attitudes to and experiences of career management and their relationship with organizational commitment. European Journal of Work and Organizational Psychology , 9(3), 351-370.

Sumbal, D. (2018). A Conceptual Framework of Relationship between Human Resource practices and Employee Turnover Intention. SEISENSE Journal of Management, 1(1), 1-8.

Timothy, A. J., Heller, D., & Michael, K. M. (2002). Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology , Vol. 87, No. 3, 530–541.

Tymon Jr, W. G., Stumpf, S. A., & Smith, R. R. (2011). Manager support predicts turnover of professionals in India. Career Development International , Vol. 16 Issue: 3, pp.293-312.

Vandenberghe, C., & Tremblay, M. (March 2008). The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study. Journal of Business & Psychology , Vol. 22, No.3, pp 275-286.

Walker, J. T. (1999). Statistics in criminal justice: Analysis and interpretation. Jones & Bartlett Learning .

Whitener, E. M. (2001). Do “high commitment” human resource practices affect employee commitment?: A cross-level analysis using hierarchical linear modeling. Journal of Management , Volume 27, Issue 5, Pages 515-535.

Woo, S. E., Jebb, A. T., Kim, Y., & Chae, M. (2016). A Closer Look at the Personality-Turnover Relationship: Criterion Expansion, Dark Traits, and Time. Journal Of Management , Vol 42, Issue 2, page(s): 357-385.



How to Cite

Sumbal, D. A. (2018). Relationship between HR Practices & Employee Turnover Intentions by Taking Moderating Effect of Neuroticism and Extroversion.: Empirical Analysis of Selected Banks from Pakistan. SEISENSE Journal of Management, 1(3), 1-27.