The effects of strategic human resources practices on organizational commitment and intention to leave

SHRM is the whole of the planned human resources activities carried out by organizations in order to achieve their goals. Organizational commitment of employees varies depending on the perception of human resources activities in the organization. It is thought that satisfaction resulting from SHRM practices increases the loyalty of the employees and job satisfaction, thus affecting their intention to quit. In this context, the aim of the study is to reveal the effects of SHRM practices applied in health institutions on the organizational commitment of employees and intention to quit. In order to collect data in the study, a questionnaire form consisting of SHRM scale (Akgün, 2010), organizational commitment scale (Wasti, 2000), turnover intention scale (Tanrıöver, 2005) and socio demographic characteristics of the participants were used. The research population consists of 435 employees working in a university hospital serving in Istanbul. 304 people selected among these employees by simple random sampling method constitute the sample. Descriptive statistical methods, correlation analysis, regression analysis, t test in independent samples and one-way analysis of variance were used in the analysis of the data. Considering the findings obtained in the research, according to the socio-demographic characteristics of the participants; While there is a significant difference in SHRM practices awareness level in terms of gender, age and duty, there is no significant difference in terms of educational status, marital status and working hours. While the organizational commitment level of the participants did not differ significantly according to gender, age, educational status, marital status, working time, there were significant differences in various sub-dimensions of organizational commitment. Whereas there is a significant difference in the intention to quit, depending on the duration of employment and duty, there is no significant difference in terms of gender, age, educational status and marital status. It has been determined that there is a positive and moderate relationship between SHRM practices and organizational commitment and SHRM practices have a positive effect on organizational commitment. It was determined that there is a negative and moderate relationship between SHRM practices and intention to leave. SHRM practices had a negative and significant effect on the intention to quit. It was determined that there was a negative and moderate relationship between organizational commitment and intention to leave and organizational commitment has a negative and significant effect on the intention to quit. As a result, it can be said that SHRM practices increase organizational commitment and decrease the intention to quit, and when organizational commitment increases, the intention to quit decreases. In this context, the study is expected to guide healthcare institutions on how to take measures to increase the organizational commitment of employees and reduce the behavior of leaving the job.