摘要：This study objectifies the linkage of Socially Responsible Human Resource Management
(SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the
mediating effects of perceived discrimination as well as organizational commitment on the aforementioned
relationship. In this research, a sample of 310 employees were selected from 5 different
hotels (5-star) located in Kyrenia, North Cyprus. Comparative studies have shown results that indicates
a positive, and direct relationship between the two major variables of this study. The results
of this research are in consensus with previous measures conducted upon the matter. According to
the findings of this study SRHRM practices can decrease the intention of employees for quitting
their jobs. In addition, organizational commitment affects their perception towards the organization,
which in turn will lead in a lower level of turnover intentions. Perceived discrimination has been
found to have effects on employees’ commitment and performance. The lower the level of discrimination,
and the higher level of proper SR-HRM practices and their implementation, the more commitment
is engaged from the employees and the less intention towards leaving their job is apparent.
