Moderator effect of organizational support perception on the effect of human resources practices on innovative workplace behaviors and intention to leave

In this study, the effects of human resources practices on innovative workplace behavior and intention to quit and the moderator effect of organizational support perception on this relationship were investigated. Model and hypotheses of the study; organizational support has been developed using social exchange, double factor, and equality theories. Dependent variables of the study; intention to leave and innovative workplace behavior. The independent variable is; these are human resources applications including reward/performance management, communication management, wage management, and career management. The model of the study is unique in terms of using all variables together. The sample of the research consists of 443 white-collar workers working in public and private companies. An easy sampling method was used to collect data and the survey technique was used as a data collection tool. When the sub-dimensions of human resources practices are analyzed, the effect of reward/performance management and communication management dimensions on innovative workplace behaviors was found to be statistically significant and positive. When the moderator effect of organizational support on the impact of award/ performance management, communication management, and career management dimensions on innovative workplace behaviors, the moderator effect of organizational support on the effect of communication management dimension on innovative workplace behaviors is statistically significant and positive. The moderator effect of organizational support is significant in the effect of reward/performance management and career management dimensions on the intention to quit.