Human Resource Management (HRM) practices and turnover intentions among teachers

Employee turnover intention has become a critical issue in the field of human resource management, particularly within the education sector, where teacher retention significantly affects school performance and student outcomes. The main objective of this study is to examine the relationship between selected Human Resource Management (HRM) practices namely training and development, compensation, career development, and performance appraisal and turnover intention among secondary school teachers in the district of Kuala Muda, Kedah. Using a quantitative research design, data were collected through questionnaires distributed via stratified proportionate sampling to a target sample of 322 teachers, representing a population of 2,052. A total of 232 valid responses were obtained, yielding a response rate of 72.05%. The data were analysed using Statistical Package for the Social Sciences (SPSS) Version 23. Descriptive, factor analysis, reliability, correlation, and multiple regression analyses were conducted to test the research hypotheses. The outcomes of the analysis demonstrated that each HRM practice had a significant correlation with the intention to leave. Notably, performance appraisal and opportunities for career progression showed the strongest influence in reducing teachers' desire to quit. These insights underscore the value of implementing well-planned HRM initiatives to foster long-term teacher retention. The findings contribute meaningful perspectives to the field of HRM, particularly within Malaysia’s public education system.