scholarly journals Determining relationship between strategic human resource management practices and organizational commitment

2017 ◽  
Vol 9 ◽  
pp. 184797901773166 ◽  
Author(s):  
Alaeldeen Al Adresi ◽  
Mohd Ridzuan Darun
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Structural Equation ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Working Environment ◽  
Equation Modeling

Due to high involvement of human resource management (HRM), it has been a challenge for the organization to manage the external turbulence like war or government policy changes. This makes the HRM department play a crucial role to manage their employees together with the welfare of the organization. The main purpose of the article is to investigate the relationship between strategic HRM (SHRM) practices and organizational commitment (OC). Hypothesis was developed considering seven key SHRM practices and OC and subsequently testing based on data from 52 oil and gas companies in Libya. The findings using structural equation modeling revealed that employees are more committed to the organization when they get best SHRM. Internal career ladders on job training and pay for performance were the key SHRM practices identified that influence employee’s commitment toward the organization. Further, it was shown that the employees are more concerned of their job security and dynamic working environment. Employees with the help of organizational support will be able to contribute to enhance OC.

The Effect of Human Resource Management Practices on Organizational Commitment in SEMs in Hanoi

2020 ◽  
Vol 36 (4) ◽  
Author(s):  
Dang Thi Huong
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Service Sector ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Working Environment ◽  
Medium Enterprises

The article measures the effect of Human Resource Management (HRM) practices on organizational commitment in small and medium enterprises (SMEs). A survey of 379 employees working in Hanoi based SMEs in the commercial and service sector indicates that human resource training and development, performance evaluation, remuneration, job security, working environment, and organizational support have a positive affect on organizational commitment. The article then proposes several solutions to enhance organizational commitment in SMEs.

scholarly journals SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

2021 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Khaliq Ur Rehman ◽  
Mário Nuno Mata ◽  
José Moleiro Martins ◽  
Sabita Mariam ◽  
João Xavier Rita ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Human Resource Management Practices ◽  
Resilient Behavior

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

scholarly journals The Impact of Strategic Human Resource Management on Institutionalization Process

2017 ◽  
Vol 8 (2) ◽  
pp. 77
Author(s):  
YAVUZ YILMAZ ◽  
HAKAN KITAPCI
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Mediating Role ◽  
The Impact

The purpose of this paper is to examine the mediating role of strategic human resource management between the mechanisms of institutionalization made up institutionalization process and the stages of institutionalization. This issue is researched in the light of data collected through a survey of 125 businesses with human resources department, which are in Kocaeli organized industry region. The assessment of the data is done with structural equation modeling. The analysis shows that strategic human resource management has a positive effect on institutionalization process. The main limitations of this study are the quantity and quality of sample and the number of data that are used in this study. While the researches that examine theoretically the relations between institutional theory and strategic human resource management exist, the hypothesis in this study is analyzed by using empirical data.    

scholarly journals How Do Organizational Commitment and Work Engagement Mediate Between Human Resource Management Practices and Job Performance?

2021 ◽  
Vol 7 (3) ◽  
pp. 465-474
Author(s):  
Quaisar Ijaz Khan ◽  
Raheel Mumtaz ◽  
Muhammad Farooq Rehan
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Public Sector ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Management Practices ◽  
Equation Modeling ◽  
Human Resource Management Practices

The main goal of this study is to empirically determine the mediating roles of organizational commitment and work engagement between the relationship of human resource management practices and job performance of the faculty members working in public sector universities of Pakistan. Data were obtained by self-administrated questionnaire. This study used stratified random sampling. Structural Equation Modeling (SEM) has been applied by using SMART PLS registered version 3; to test the statistical model. The study found that work engagement and affective organizational commitment has partially mediating relationship with human resource management practices and job performance. Social Exchange Theory used as under pinning theory to develop theoretical model. Data were collected from 247 faculty member working in public sector universities of Pakistan.

scholarly journals Human resource management practices and total quality management in insurance companies: Evidence from Jordan

2021 ◽  
Vol 19 (1) ◽  
pp. 432-444
Author(s):  
Naser Khdour ◽  
Ahmad Samed Al-Adwan ◽  
Anas Alsoud ◽  
Jamal Ahmed Al-Douri
Keyword(s):  
Resource Management ◽  
Quality Management ◽  
Total Quality Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Management Practices ◽  
Insurance Companies ◽  
Equation Modeling ◽  
Total Quality

This study aims to extend the argument about the association between HRM and Total Quality Management (TQM) in insurance companies in Jordan. It is argued that the consideration of TQM can be supported in terms of configuration as an effect of Human Resource Management (HRM) in the presence or absence of other HRM practices. Data for this study were collected from 24 insurance companies listed on the Amman Stock Exchange and 342 employees. PLS-SEM was used to analyze the data collected through path analysis. Structural equation modeling was used to examine a causal relationship between the variables. The overall effect of HRM on TQM was explored to improve quality orientation and people criteria in insurance companies. The findings have indicated a significant and positive effect of teamwork, staffing, performance appraisals, and compensation on TQM. However, training and development have a negative, but significant impact on TQM. In addition, TQM significantly and positively affects the HRM of an organization. Performance was also positively and significantly affected by HRM. TQM is an important factor of HRM in insurance companies. AcknowledgmentThe authors are very thankful to all the associated personnel in any reference that contributed to the purpose of this study.

scholarly journals Editorial

2016 ◽  
Vol 15 (2) ◽  
pp. v-vi
Author(s):  
Dr S Hanuman Kennedy
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Food Quality ◽  
Food Processing ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Strategic Human Resource Management ◽  
Medium Enterprises

This issue largely focuses on the topics related to general management. The first article on ‘Impact of Innovative Strategic Human Resource Management Practices on the Performance of Small and Medium Enterprises’– A Case Study of Karnataka by B.K.Sathyanarayana and Nawal Kishor aims at evaluating the application and implementation of Strategic Human Resource Management (SHRM) practices for Small and Medium Enterprises (SMEs) and to examine its impact on organisational performance. Six hundred & forty SMEs in and around the Bangalore District from both Manufacturing and Services Sector responded to the various Strategic Human Resource Management drivers and organizational drivers and it was inferred that there exists a positive significant correlation between these variables.  The next article on sustainable development best management practices in the food processing industry by Uma CS, Basavaraj & Prasanna Joshi attempts to study sustainable development that involves issues like organic farming, food safety and food quality. This paper highlights on the concept of green food system and the approach of good agricultural practices (GAP) which is a new concept that stresses on international quality standards, concerns and commitments about food production, food safety and security, environment sustainability of agriculture. Quality management is equally important in the food industry. Food processing is a capital intensive, water consuming and a polluting industry.  Therefore this paper also studies the management practices in this industry to reduce water wastage, ensuring food quality so the concept of green growth can be achieved. It also throws light on the various Governmental laws and regulations passed to control pollution and ensure food quality and health of the people.

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