Mapping the Relationship among Strategic HRM, Intent to Quit and Job Satisfaction: A Psychological Perspective Applied to Bangladeshi employees

Abstract

As a unique line of inquiry from earlier studies, this study examines the meditational influence of intent to quit between strategic HRM (SHRM) and job satisfaction. Applying the Psychological Contract Theory, four hypotheses were examined with using data from 200 full-time Bangladeshi employees. This study applied structural equation modelling for data analysis. The results provide evidence that (i) SHRM has direct effects on employees’ intent to quit and job satisfaction; (ii) intent to quit has negative effect on job satisfaction; and (iii) intent to quit has partial meditational effects on the relationship between SHRM and job satisfaction. Implications of the study results can help organizations to recognise the loss from intent to quit for the effective outcomes of SHRM to influence higher job satisfaction among employees.