Influences of HR Practices, Social Exchange, and Trust on Turnover Intentions of Public IT Professionals

Abstract

The purpose of this study is to explore the role of high-involvement human resource (HR) practices, perceived organizational support (POS), leader-member exchange (LMX), and organizational trust in lessening turnover intentions of information technology (IT) professionals working in Turkish public organizations. A total of 197 IT professionals participated in the study. The results indicate that POS fully mediates the relationships from (a) participation in decision making, (b) information sharing, and (c) fair rewards to turnover intentions; and partially mediates the relationship between recognition and turnover intentions. Moreover, it is also found that LMX fully mediates the association between information sharing and turnover intentions; and partially mediates the relationship between recognition and turnover intentions. In addition, it is yielded that trust in organization moderates the relationship between POS and turnover intentions, whereas trust in supervisor moderates the relationship between LMX and turnover intentions.