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This study investigates the relationship between human resource management (HRM) practices and employee turnover intention in the Malaysian information and communication technology (ICT) industry.Data were collected from a convenience sample of 80 permanent employees of an ICT organization through a survey methodology.HRM practices were assessed across five dimensions: training and development, job security, performance appraisal, compensation, and employee loyalty.The results of descriptive statistical analysis revealed moderate levels of both HRM practices (mean = 2.7951) and turnover intention (mean = 2.6708) among the respondents.Spearman's rank correlation analysis indicated a positive and significant correlation (r = 0.822) between HRM practices and turnover intention.Specifically, employee loyalty had the strongest negative correlation (r = -0.733)with turnover intention, while training and development (r = 0.429), job security (r = 0.627), performance appraisal (r = 0.164), and compensation (r = 0.449) showed positive correlations.The findings suggest that effective implementation of HRM practices, particularly those related to fostering employee loyalty, could aid in reducing turnover intentions within the Malaysian ICT industry.Practical implications for organizational management and recommendations for future research are discussed.
Rahman et al. (Mon,) studied this question.