The growth and success of any organization are heavily reliant on its employees. Employee turnover is one of the most challenging difficulties for any organization, with long-term effects, and it has been acknowledged as a severe issue, particularly in human resource management (Aslam et al., 2014). As a result, this paper goes into great detail on how human resource practices might lower employee turnover intentions. Several earlier studies on this topic have been examined in this study, allowing the authors to construct a conceptual framework and four propositions.
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