Description:
<jats:p>The relationship between how an employee perceives support for participation in human resource development (<jats:styled-content style="fixed-case">HRD</jats:styled-content>) practices, engagement, and turnover intent has been underrepresented in the literature. Using social exchange theory as a guiding framework, this research sought to better understand the possible linkages of <jats:styled-content style="fixed-case">HRD</jats:styled-content> practices and employee engagement to turnover intentions. An Internet‐based self‐report survey battery utilizing a four‐stage preparation method was used as the primary data collection tool. Research was conducted in the health care industry ( N = 207). Linear, simultaneous, and mediated regression analyses were used to examine the variables of interest. Results suggested that participation in <jats:styled-content style="fixed-case">HRD</jats:styled-content> practices and cognitive, emotional, and behavioral engagement were negatively related to turnover intent. Mediated regression analyses indicated that engagement partially mediated the relation between <jats:styled-content style="fixed-case">HRD</jats:styled-content> practices and turnover intent. The findings support the utility of supporting employee participation in <jats:styled-content style="fixed-case">HRD</jats:styled-content> practices to improve employee engagement and reduce turnover intent.</jats:p>