Organizational politics, workplace trust and HRM practices on turnover intention: a study At Insan Bakti Sdn Bhd

Employee turnover is harmful that can affect the performance, profitability and intellectual resources of the company. Several factors have been proposed to get more information about the reason behind why employee may choose to stop/leave their company. Some of the organizational variables that have been considered by past research perceived organizational justice, job satisfaction, Perceived psychological contract breach, and perceived organisation support among others. Despite these empirical studies, literatures indicate the requirements for additional investigation on healthcare industry by using the perceived organisation politic, organisation trust, Human Resource Management practice (HRM) on turnover intention. Hence the present study fill study gap perceived organisational politic, workplace trust, human resource management practice (HRM) on turnover intention among employees in Insan Bakti Sdn Bhd, using multiple regression analysis techniques. One hundred and twenty (120) staffs participated in the study. Result indicated that Independent variables, Human Resources Practice (Training and Development, Compensation practise and Career Growth) (sig. < 0.05) were statistically significant. Another three variables were not statistically significant which is Perceived Organizational Politics, Interpersonal Trust and Organizational Trust. This implied that only three variables contribute significantly and was important determinants in formation of respondents‟ support. Among the variables, compensation practice has the highest positive impact upon future consumption. The theoretical and practical implications of the results are discussed.