The impacts of employer brand and human resource management practices on turnover intention: A research in tourism sector

The aim of this research is to examine the effects of human resource management practices, socially responsible human resource management practices and perceived employer brand on emploees' turnover intentions by constructing a model. An empirical research was conducted over sample, formed with data from 209 employee of 12 different 5 star hotels in Ankara. Data from research is assessed with using SPSS (20.0) and AMOS software. When obtained findings are considered, it is observed that HRM applications and interpreted organizational identitiy image have partial impact and socially responsible HRM applications have full impact on turnover intentions of employees. Mediation role of interpreted organization identitiy image and socially responsible HRM applications between HRM applications and employees' turnover intention was also discussed. As a result, whereas no mediation impact of interpreted organization identitiy image was found on employees' turnover intentions impact of HRM applications, it was observed that socially responsible HRM applications have partial mediation impact.