Roles of Emerging HRM and Employee Commitment: Evidence from the Banking Industry of Bangladesh

2017 ◽  
Vol 18 (4) ◽  
pp. 876-894 ◽  
Author(s):  
Mohammad Rabiul Basher Rubel ◽  
Nadia Newaz Rimi ◽  
Tim Walters
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Employee Development ◽  
Employee Commitment ◽  
Positive Influence ◽  
Commercial Banking ◽  
Open Communication ◽  
Structural Equation Analysis ◽  
Equation Analysis

This study examines the roles emerging human resource management (HRM) plays in enhancing employee commitment to the organization from the perspective of social exchange theory (SET). In this relationship, HRM roles represent the mechanisms through which managers’ actions, behaviours and HRM procedures affect employees’ commitment to the organization. A self-administered questionnaire survey was employed for data collection from a sample of 217 respondents drawn from front-line employees working in private commercial banking organizations in Bangladesh. Using structural equation analysis, the results indicated a significant and positive influence of the roles of emerging HRM, namely, procedural justice, organizational communication, empowerment, employee development and participation as determinants of employee commitment to the organization. In this study, the five-dimensional emerging HRM roles had a positive relationship with employee commitment to the organization. Thus, organizations and their top management should have interest in, and nourish, a supportive HRM environment, and must provide a strong priority to HRM through which they will demonstrate their commitment to open communication, empowerment, participation, investment in employee development and a just environment to get employee commitment in a long-lasting, high-quality commitment-focused relationship.

scholarly journals The halal label Morocco and the commitment of the Moroccan consumer on the national market

2021 ◽  
Vol 3 (3) ◽  
pp. 322-334
Author(s):  
Safia Arifi
Keyword(s):  
Questionnaire Survey ◽  
Structural Equation ◽  
Positive Influence ◽  
The Other ◽  
Structural Equation Analysis ◽  
National Market ◽  
Equation Analysis ◽  
Consumer Commitment ◽  
The One ◽  
Least Squares Approach

The objective of this paper is to study the influence of the cognitive perception of the Moroccan halal label LHM on the commitment of the Moroccan consumer towards the products labeled by the LHM. For this purpose, a questionnaire survey was conducted with a sample of 84 Moroccan consumers. A structural equation analysis using the Partial Least Squares approach by SmartPLS was performed. The results achieved indicate, on the one hand, that knowledge and trust have no influence on consumer commitment to the products labeled by the LHM. On the other hand, the consumer's sustained involvement has a positive influence on his commitment to the products labeled by the LHM.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

2022 ◽  
pp. 1468-1489
Author(s):  
Rand H. Al-Dmour
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Resource Information ◽  
The Relationship

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

The consequences of emerging HRM practices for employees' trust in their managers

2004 ◽  
Vol 33 (6) ◽  
pp. 628-647 ◽  
Author(s):  
Shay S. Tzafrir ◽  
Yehuda Baruch ◽  
Shimon L. Dolan
Keyword(s):  
Procedural Justice ◽  
Structural Equation ◽  
National Sample ◽  
Positive Influence ◽  
Future Research ◽  
Resource Base ◽  
Hrm Practices ◽  
Structural Equation Analysis ◽  
Equation Analysis ◽  
The Impact

This study examines the consequences of emerging human resource management (HRM) practices for employees' trust in their managers from a combination of the theory of exchange and a resource‐base perspective. Using a national sample of 230 respondents, the research reported here portrays the paths which link the consequences of emerging HRM practices to employees' trust in their managers. In this framework, HRM consequences represent a proxy in which managers' actions, behaviours, and procedures affect employees' trust in their managers. The results indicate a significant and positive influence of empowerment, organisational communication and procedural justice as determinants of employees' trust in their managers. Using structural equation analysis, findings also indicate that procedural justice mediates the impact of employee development on their trust in their managers. Implications for strategic HR policies in organisations and suggestions for future research are discussed.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

2020 ◽  
Vol 12 (3) ◽  
pp. 1-18
Author(s):  
Rand H. Al-Dmour
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Resource Information ◽  
The Relationship

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

Establishing a partnership between top and IT managers

2019 ◽  
Vol 32 (4) ◽  
pp. 948-972 ◽  
Author(s):  
Anton Manfreda ◽  
Mojca Indihar Štemberger
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Strong Relationship ◽  
Positive Influence ◽  
Interdisciplinary Studies ◽  
Content Type ◽  
It Managers ◽  
It Department ◽  
Negative Effect

Purpose A poor relationship between top management and IT personnel is often denoted as a business–IT gap. In an era of digital transformation, bridging this gap and establishing a strong relationship between business and IT are more important than ever before. The purpose of this paper is thus to examine a particular link between business and IT managers – a partnership relationship – together with the factors facilitating it. Design/methodology/approach A partnership construct is developed based on interdisciplinary studies and transferred to the business–IT context since it is not generally used in IT disciplines. The model was empirically tested with structural equation modelling using data obtained from 221 IT managers in Slovenian companies. Findings The results show that both the perceived value of IT and the business orientation of the IT department exert a positive influence on the partnership, while a mere technology-oriented IT department has a negative effect on the partnership relationship. Furthermore, the paper also presents the prerequisites for a business-oriented IT department. Originality/value In this digitalisation era, IT is becoming even more important for its strategic role in organisations. There is thus a strong need to bridge the business–IT gap. Despite significant efforts made to close this gap, it remains a major issue. This research contributes to understanding the business–IT gap and presents the key factors for ensuring a partnership relationship is in place. The study also combines the views of social exchange theory and knowledge-based theory and upgrades findings concerning the influence of social facilitators on collaboration outcomes.

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