Human resource management practices and employee's job withdrawal intention in the Covid-19 era: job satisfaction as a mediator

Jolović, Ivana and Jolović, Nevena (2022) Human resource management practices and employee's job withdrawal intention in the Covid-19 era: job satisfaction as a mediator. In: International Scientific Conference Socio-Economic Aspects of the Pandemic: Crisis Management. Faculty of Technical Scuences, Novi Sad, pp. 153-173. ISBN 978-86-6022-517-9

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Abstract

Pillars of the global labor market’s permanence were not only partially shaken, but completely demolished in the first wave of the Coronavirus pandemic. A worldwide workforce was deeply distressed when global turmoil occurred. Organizational viability was seriously compromised. The first post-crisis actions included a review of recent organizational navigation practices (primarily, HRM practices) that were used for the purpose of protecting resources of strategic importance. The narrower focus was set on elucidating perceptions and attitudes towards organizations built by employees. To endorse an empirical investigation of this issue, the aim of the research was to determine and elaborate the influence HRM practices had in the cognition process of forming a strong employee’s job withdrawal intention in the COVID-19 era, along with examining the existence of mediating role employee’s job satisfaction had in this relationship. The theoretical part of the research integrated the method of literature content analysis, implying the collection of knowledge from relevant sources closely related to the scientific field of interest. The empirical part integrated the survey method, collecting primary statistical data from employed workers in the national (Serbian) economy during the first half of 2022. An electronic survey questionnaire was used as a tool for data collection. Data were processed using econometric systems SmartPLS 3.0 and IBM SPSS Statistics 25.0, and following software procedures. Usage of the statistical-econometric method, i.e., Partial Least Square Structural Equation Modeling (PLS-SEM) technique, was also recorded. Research findings provided support for the main research hypothesis and the initial assumption that HRM practices have a statistically significant, negative impact on employee’s job withdrawal intention, whilst job satisfaction mediates their relationship (β=-0.566, t=9.829, p=0.000).

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