Figure 1
The diagram illustrates a research framework that examines the relationships between various HRM practices, turnover intention, employee adaptability, organizational engagement, and commitment to quality service. The framework starts with HRM practices, which include appraisal, career advancement, employee participation, job security, recruitment, rewards and recognition, teamwork, and training and development. These practices influence turnover intention and employee adaptability. Turnover intention is shown to affect organizational engagement, which in turn impacts commitment to quality service. Employee adaptability also directly influences commitment to quality service. The diagram uses arrows to indicate the direction of these influences and relationships.Research framework