THE IMPACT OF HIGH-PERFORMANCE WORK PRACTICES ON TURNOVER INTENTION: THE MEDIATING ROLE OF EMPLOYEE ATTITUDES

Abstract

This study investigates the underlying mechanisms by which High-performance Work Practices (HPWPs) impact turnover intention in the Moroccan IT industry. With a sample of 253 employees, the research tested a model relating the four variables: HPWPs, job satisfaction, organizational commitment, and turnover intention. The study examined both partial and full mediation of employee attitudes. Data were analyzed using PLS (Partial Least Square) with the SmartPLS 4.0 program. Results indicate that HPWPs impact turnover intention only indirectly, through organizational commitment, not job satisfaction. In the Moroccan IT industry, the cognitive and attitudinal mechanisms (commitment) are more central than evaluative job attitudes (satisfaction) in explaining how HPWPs affect retention. Thus, as satisfaction alone would not reduce turnover intention, organizations should implement HPWPs in ways that enhance commitment. By identifying these mediating mechanisms, this research contributes to opening the ‘black box’ relating HPWPs to organizational outcomes in HRM research.