The Role of Employee Demographic Characteristics and Selection of Human Resource Management Methods on Organizational Tensions and Turnover Intention. (2nd August 2022)

• Record Type: Journal Article
• Authors: Saeidipour, Bahman; Akbari, Peyman; Alizadeh, Zahra
• Other Names: Hwang Gwo-Jen Academic Editor.
• Is Part Of: Education research international. Volume 2022(2022)
• Publication Date: 2022-08-02
• Subjects: Education -- Research -- Periodicals; 370.7205
• DOI: 10.1155/2022/5365860
• Languages: English
• ISSNs: 2090-4002

Abstract

Abstract : Aim . The purpose of this study was to investigate the role of demographic characteristics of employees and the selection of human resource management methods on organizational tensions and turnover intention. Methodology . This study is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this study includes 380 employees (scientific and administrative) of Payame Noor University of Kermanshah Province, which uses Cochran's formula, and 191 people were selected as a sample. Data collection tools were questionnaire. Results . The results of testing the hypotheses by SMARTPLS software and using t -test statistics and path coefficients ( β ) showed that the demographic characteristics of employees on the selection of human resource management methods, organizational tensions, and layoffs have a strong, direct and significant effect, a moderate, direct and indirect and significant effect, and a moderate, direct and indirect and significant effect, respectively. The choice of human resource management methods has moderate, direct, and significant effects on organizational tensions and turnover intention, and a weak, direct and ultimately indirect, and significant effect, respectively. Also, organizational tensions have a moderate, direct, and significant effect on turnover intention. On the other hand, the choice of human resource management methods can play a mediating role in influencing the demographic characteristics of employees on organizational tensions and turnover intention goals. Also, organizational tensions can play a role as a mediating variable in influencing the demographic characteristics of employees and the choice of human resource management methods on the purposes of turnover intention. Conclusion . According to the findings of the study, it should be said that the relevant university to reduce the organization's stress and intentions to turnover intention must resort to appropriate methods of human resource management. Of course, in this way, university administrators can use the cognitive characteristics of employees to choose the best management method.