The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals' Turnover Intentions
研究了高参与人力资源实践如何通过程序公正、组织承诺和公民行为影响信息技术专业人员的离职意向，发现非金钱认可和能力发展等实践直接降低离职意向。
The present study investigates the relationships between a multidimensional, theoretically grounded configuration of high-involvement human resources (HR) practices and turnover intentions. Precisely, it addresses two research questions: What high-involvement HR practices are needed to implement an effective strategy for retaining highly skilled professionals? Do procedural justice, organizational commitment, and citizenship behaviors mediate the effects of high-involvement HR practices on turnover intentions? A survey instrument containing previously validated measures was developed and sent to Quebec members of the Canadian Information Processing Society. Data from 394 respondents were used to test the research model. Key findings reveal that nonmonetary recognition and competency development, and, to a lesser extent, fair rewards and information-sharing practices, are negatively and directly related to turnover intentions. The authors also observed that procedural justice, affective and continuance commitment, and citizenship behaviors partially mediate the effects of high-involvement HR practices on the turnover intentions of highly skilled professionals.