The mediating and moderating role of affective commitment in the effect of human resource management practices on turnover intention of knowledge workers

The present study aims to investigate the effects of satisfaction from Human Resource Management (HRM) practices on knowledge workers’ affective commitment and turnover intentions and whether affective commitment has mediating and moderating role on relationship between HRM practices and turnover intention. Hypotheses of the study were tested with a sample of 259 knowledge workers of large-scale enterprises in defense sector, Ankara. As a result of this study, it was determined that knowledge workers’ satisfaction from HRM practices was effective on promoting affective commitment and reducing turnover intentions. In addition, the result demonstrated that affective commitment had partial mediating and moderating role on relationship between HRM practices and turnover intention. Based on the findings, effective HRM practices might indirectly contribute to organizational success by affecting commitment and staying in organization of knowledge workers.