Exploring the Relationship between Socially Responsible Human Resource Management and Turnover Intention: A Case of Pakistan Banking Sector

This study has examined the relationship between socially responsible human resource management (SRHRM), organizational identification, organizational trust, and turnover intention, specifically explore the multiple mechanisms of organizational identification and organizational trust between SRHRM and turnover intention. It has utilized social identity theory and social exchange theory to investigate the role of organizational identification and organizational. A survey of 424 employees from the banking sector of Pakistan was analyzed using the SPSS macro PROCESS. Our results suggest that both organizational identification and organizational trust mediate the link between SRHRM and turnover intention. However, the trust mechanism is considerably stronger than the mechanism of organizational identification. The findings of this study maybe beneficial for the HR managers of banking organizations and experiencing challenges related to turnover of their skilled and valuable employees.