The Relationship between HRM Practices, Ethical Climate, and Turnover Intention


  • Mohammed I.F. Dawwas


Human Resource Management, HRM Practices, Turnover Intention, Ethical Climate


The purpose of this paper is to investigate the influence of human resource management practices, (Training, Performance Appraisal, Career Development, and Compensation) and turnover intention through the role of ethical climate mediation in public hospitals in Palestine, Gaza. Furthermore, the uniqueness of this study contributes to the field of human resource management by incorporating ethical climate as a mediator between HRM practises (performance appraisal and career development) and work outcomes (turnover intention). Quantitative data were collected from 12 public hospitals in Gaza, Palestine; AMOS software (version 24) was used to test the relationship and the mediating effect of ethical climate. According to the findings of the study, ethical climate was found to partially mediate the impact of HR practices (performance appraisal, training, and compensation) on turnover intention. Furthermore, the study found that ethical climate fully mediates the impact of career development on turnover intention. Policymakers and executives at Palestinian public hospitals in Gaza should think about how to successfully embrace and execute HRM practices that might promote and improve workers' perceptions of ethical climate. The health industry may improve organizational commitment, job satisfaction, and minimize turnover by adopting and implementing these strategies.