Human Resources Management (HRM) is part of the organizational functions
that contribute to the effectiveness of a firm’s performance, and
brings an organization a competitive advantage through the
implementation of its Human Resources (HR) practices. HR practices
adopted by management are perceived or attributed subjectively by
individual employees, and can in turn affect the employees’ attitudes
and behavior (e.g. Job satisfaction and turnover intention). The purpose
of this study is to contribute to the process-based approach by
investigating the effect of HR attributions on turnover intentions, with
job satisfaction playing a mediating role. The analysis is on the
individual level, with 454 respondents from various organizations within
the Netherlands. The results show that HR attributions can affect the
turnover intention, through the presence of job satisfaction. Thus, it
can be said that it is important to always consider the employees’
attitudes and behavior when examining their perception of HR practices,
and in predicting their intention to leave.