Mediating links between HRM bundle and individual innovative behavior

2016 ◽  
Vol 25 (1) ◽  
pp. 157-172 ◽  
Author(s):  
Fang Liu ◽  
Irene Hau-Siu Chow ◽  
Yuanyuan Gong ◽  
Hao Wang
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Innovative Behavior ◽  
Multi Level ◽  
Individual Innovative Behavior ◽  
Using Data ◽  
The Relationship ◽  
Level Analysis

AbstractUsing multi-level analysis, the present study proposes that psychological empowerment and perceived organizational support serve as mediators of the effects of human resource management (HRM) bundle on individual innovative behavior. We tested the model using data from 705 employees of 162 firms in China. The results revealed that both psychological empowerment and perceived organizational support partially mediate the relationship between HRM bundle and individual innovative behavior. This study contributes to the understanding of how HRM bundle impact on individual innovative behavior.

scholarly journals Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support

2020 ◽  
Vol 5 (1) ◽  
pp. 74-83
Author(s):  
Romat Saragih ◽  
Arif Partono Prasetio
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Jel Classification ◽  
Human Resource Practice ◽  
Telecommunication Company ◽  
The Impact ◽  
The Relationship

Objective - Telecommunication companies need their people to engage in their activities to achieve organizational goals. So, employee engagement became a crucial aspect of a company that struggles to win the competition. Some literature shows that human resource practice affects employee engagement. The present study examines the impact of perceived organizational support as a mediator on the relationship. Methodology/Technique - Data were collected from a branch office of the biggest telecommunication company in Bandung during May 2019. The questionnaires were distributed through the human resources department for four weeks. We analyze 112 valid responses by using SPSS and Macro Process. Findings - By conducting regression with bootstrapping we found that perceived organizational support mediates the relationship between effective human resources practice and employee engagement. The result suggests that a telecommunication company should practice good human resources practice including proper recruitment, training & development, reward, career advancement, and employee relation so that the employees can perceive its support and increase their engagement. Novelty – This finding provides the implication that good management of human resources practice and perceived organizational support can increase employee engagement. Type of Paper - Empirical Keywords: Employee Engagement, Human Resource Practice, Perceived Organizational Support. JEL Classification: M12, M19

The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

2019 ◽  
Vol 4 (4) ◽  
pp. 242-253
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Human Resource Practice ◽  
Hr Practices ◽  
The Relationship

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

scholarly journals Perceived organizational support and psychological empowerment on service performance mediated by organizational citizenship behavior Islamic perspective (OCBIP)

2021 ◽  
Vol 10 (1) ◽  
pp. 15-27
Author(s):  
Muafi Muafi ◽  
Marfuatun Marfuatun
Keyword(s):  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Service Performance ◽  
Citizenship Behavior ◽  
Islamic Perspective ◽  
The Relationship

This study aims to determine and analyze the influence of perceived organizational support, psychological empowerment, and organizational citizenship behavior from an Islamic perspective to service performance, as well as the mediation role of organizational citizenship behavior from an Islamic perspective on the relationship between perceived organizational support and psychological empowerment on service performance. The population of this study is all employees of food processing industry companies in Yogyakarta with a number of samples of 112 respondents. Using the quantitative method and primary data from questionnaire distributions, the research model will be analyzed using Structural Equation Modeling (SEM) with AMOS software. The results of this study reveal that perceived organizational support has a positive and significant influence on service performance; psychological empowerment has a positive and significant influence on service performance; organizational citizenship behavior from an Islamic perspective has a positive and significant influence on service performance; organizational citizenship behavior from Islamic perspective mediates the relationship between perceived organizational support on service performance, and organizational citizenship behavior from Islamic perspective mediates the relationship between psychological empowerment on service performance.

scholarly journals Impact of Strength of Human Resource Management System on Perceived Organizational Support

2019 ◽  
Vol 14 (3) ◽  
pp. 60
Author(s):  
Li Sun ◽  
Chanchai Bunchapattanasakda
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Business Management ◽  
Employee Perception ◽  
The Impact ◽  
The Relationship

Among the various influencing factors of organizational performance, HRM system strength and perceived organizational support are two important factors which focus on employee perception. In modern business management, human resource management runs through the whole process of business management. Effective HR system can influence employee perception, understanding and acceptance of HRM practices, which in turn influence employee’s attributions to organizational behaviours and thereby influence employee attitudes and behaviours. Besides, organizational commitment to employees can promote employee’s positive attributions and feedback through job satisfaction and hard work. So far, there has been a plethora of researches on variables related to HRM system strength and perceived organizational support. However, there is a lack of the research on the relationship between the two variables. Therefore, this paper studied the impact of HRM system strength on perceived organizational support, based on a survey of 508 front-line employees in China. Research findings showed that there is a significant positive relationship between overall HRM system strength and perceived organizational support, between three dimensions of HRM system strength and two dimensions of perceived organizational support. This result can help researchers understand the relationship chain between HRM system strength, perceived organizational support and organizational performance.

scholarly journals Innovative Behavior in the Workplace: An Empirical Study of Moderated Mediation Model of Self-Efficacy, Perceived Organizational Support, and Leader–Member Exchange

2021 ◽  
Vol 11 (12) ◽  
pp. 182
Author(s):  
Woo-Sung Choi ◽  
Seung-Wan Kang ◽  
Suk Bong Choi
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Performance ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Leader Member Exchange ◽  
Innovative Behavior ◽  
Member Exchange ◽  
Resource Perspective ◽  
The Relationship

Recently, most organizations, from for-profit organizations to nonprofit organizations, are facing a rapidly changing environment and increased uncertainty. Organizational performance now depends on quickly responding and overcoming change through employees’ innovative behavior. As the importance of innovative behavior has been highlighted, many organizations are looking for effective ways to encourage employees to adopt innovative behavior. From the resource perspective, innovative behavior can be regarded as high-intensity job demand, and organizations should support innovative behavior by providing and managing employees’ resources. Based on the conservation of resource perspective, this study attempted to empirically explore how self-efficacy and perceived organizational support affect the relationship between leader–member exchange (LMX) and innovative behavior. Using two-wave, time-lagged survey data from 337 employees in South Korea, we found that leader–member exchange enhances innovative behavior via the mediation of self-efficacy. Additionally, perceived organizational support positively moderates the relationship between leader–member exchange and self-efficacy. Our findings demonstrate that self-efficacy is a mediating mechanism in the relationship between leader–member exchange and innovative behavior. Furthermore, this study suggests that the higher the level of perceived organizational support, the greater the effect of leader–member exchange on innovative behavior affected by self-efficacy.

scholarly journals Peran Perceived Organizational Support dan Psychological Empowerment terhadap Kinerja Karyawan melalui Organizational Citizenship Behavior

2020 ◽  
Vol 8 (3) ◽  
pp. 839
Author(s):  
Dhera Alfiana
Keyword(s):  
Statistical Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Insignificant Effect ◽  
The Relationship

This research mainly explores the relationship between perceived organizational support and psychological empowerment to employee performance and organizational citizenship behavior as mediation variabel. causality research using census is type this reseacrh total of 50 employees of PT. Angkasa Pura I Juanda Surabaya participants in this study. The statistical analysis used PLS with help of smartpls 3.0 software. The result of this study explain that the perceived organizational support and psychological empowerment has a significant effect and positively to organizational citizenship behavior, perceived organizational and psychological empowerment has insignificant effect and positively to employee performance, organizational citizenship behavior has significant effect and positively to employee performance, organizational citizenship behavior as mediation has insignificant effect and positively between perceived organizational citizenshp behavior and psychological empowerment to employee performance.

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