Human resource development and turnover intention: organizational commitment's role as a mediating variable

Abstract

Purpose: The purpose of this paper is to examine the effect of human resource development on turnover intention through the mediating role of organizational commitment. Design/methodology/approach: This paper used a quantitative research design. Data were collected from 204 flight attendants employees working at Royal Jordanian Airlines Company using an email survey questionnaire. Structural equation modeling (SEM) was adopted to test the hypothesized model. Findings: The results assure positive effect of human resource development (HRD) on organizational commitment. Negative effect of both HRD and organizational commitment to turnover intention is observed. The results also confirm that the effect of HRD on turnover intention is negatively mediated by organizational commitment. Originality/value: This research paper extends the literature by empirically adducing evidence that organizational commitment negatively mediated the effect of human resource development on turnover intention of the airlines in Jordan.