Orientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an impact on minimising employees’ turnover intention (TI).Research purpose: To analyse the effect of human resources practices, perceived organisational support and EE in minimising employees’ TI in a state-owned transportation company.Motivation for the study: This study provides an in-depth analysis of factors affecting employees’ intention to leave and recommends solutions to develop a conductive, productive working atmosphere. Identifying the employee’s intention to leave is important in controlling turnover.Research approach/design and method: The study was conducted based on the social exchange theory. The researcher used a nonprobability, convenience sampling method and distributed 450 questionnaires to respondents with the help of the HR department. About 377 questionnaires were returned and met the criteria for data processing. The study uses a quantitative approach; data processing uses SEM procedures.Main findings: This research found that effective HRP in accordance with the needs of employees have a direct and significant influence on the increased perceived organisational support and EE. However, HRP was found not to affect TI. Further analysis shows that perceived organisational support and EE simultaneously act as mediating variables that link HRP and TI.Practical/managerial implications: The positive behaviour of employees can be developed through the company’s effort of establishing a conducive, supportive work environment for employees.Contribution/value-add: Studies related to work behaviour in State-owned Enterprise (SOEs) are important so that human resource leaders or managers and other policymakers have a broader point of view when putting together HR programmes, considering that they have a big impact on employees and enterprises. However, cross-sectional data collection makes the generalisation rate of the findings should be carefully observed.

中文翻译：

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感知人力资源实践、感知组织支持和员工敬业度之间的联系：离职意向的中介模型

定位：有效的人力资源实践 (HRP)，包括适合员工需求的招聘、定位、培训、职业发展、薪酬和劳资关系，可以改善组织支持和员工敬业度 (EE) 的心理方面，这些方面会影响最小化员工离职意愿（TI）。研究目的：分析人力资源实践、感知组织支持和 EE 在最小化国有运输公司员工 TI 方面的影响。研究动机：本研究提供了深入的分析影响员工离职意愿的因素，并提出解决方案，以营造积极、高效的工作氛围。识别员工的离职意向对于控制离职率很重要。研究方法/设计和方法：该研究是基于社会交换理论进行的。研究人员在人力资源部门的帮助下，使用了一种非概率、方便的抽样方法，向受访者分发了 450 份问卷。约 377 份问卷被退回并符合数据处理的标准。该研究采用定量方法；数据处理使用 SEM 程序。主要发现：这项研究发现，符合员工需求的有效 HRP 对提高感知的组织支持和 EE 有直接和显着的影响。然而，发现 HRP 不会影响 TI。进一步的分析表明，感知的组织支持和 EE 同时充当连接 HRP 和 TI 的中介变量。实际/管理影响：员工的积极行为可以通过公司努力为员工建立有利、支持性的工作环境来培养。贡献/增值：与国有企业 (SOE) 的工作行为相关的研究很重要，因此人力资源领导或考虑到人力资源计划对员工和企业有重大影响，管理者和其他决策者在制定人力资源计划时有更广泛的观点。然而，横断面数据的收集使得研究结果的泛化率应该被仔细观察。与国有企业 (SOE) 的工作行为相关的研究很重要，这样人力资源领导者或经理和其他决策者在制定人力资源计划时有更广阔的视野，因为它们对员工和企业有很大的影响。然而，横断面数据的收集使得研究结果的泛化率应该被仔细观察。与国有企业 (SOE) 的工作行为相关的研究非常重要，这样人力资源领导者或经理和其他决策者在制定人力资源计划时有更广阔的视野，因为它们对员工和企业有很大的影响。然而，横断面数据的收集使得研究结果的泛化率应该被仔细观察。