—An empirical study is conducted to investigate the
effects of human resource management (HRM) practices on
employee attrition in Thailand manufacturing industry. The
conceptual model created for this study will comprise of HRM
practices as the independent variable, employee motivation as
the mediating variable, and employee attrition as the dependent
variable of firm performance. A total of three
theoretically-based hypotheses are developed, indicating
possible positive and negative relationships among the variables
of the model. Input consists of 224 top management, human
resources managers/leaders and line managers. The proposed
model is empirically tested by using AMOS of a Path Analysis
modeling approach. The resulted to show that HRM practices
have an indirectly significant and positive effect on employee
attrition as firm performance.
—Employee attrition, Firm performance,
Human resource management (HRM) practices, Thailand’s
Sorasak Tang Thong is with the Naresuan University, King Mongkut
Institute of Technology (KMITL), Suansunandha University and
Assumption University in Thailand (e-mail: firstname.lastname@example.org).
Cite: Sorasak Tangthong, Jirasek Trimetsoontorn, and Nutthawut Rojniruntikul, " The Effects of HRM Practices on Employee Attrition in
Thailand Manufacturing Industry," International Journal of Social Science and Humanity vol. 4, no. 6, pp. 498-503, 2014.