The mediating role of employee productivity for determining relationship between human resources management factors and cleaner production

2020 ◽  
Vol 37 (1) ◽  
pp. 1
Author(s):  
Razieh Zarei
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Cleaner Production ◽  
Employee Productivity ◽  
Resources Management ◽  
Mediating Role ◽  
Management Factors

High-performance human resource management and firm performance

2015 ◽  
Vol 115 (2) ◽  
pp. 353-382 ◽  
Author(s):  
Kangyin Lu ◽  
Jinxia Zhu ◽  
Haijun Bao
Keyword(s):  
Firm Performance ◽  
Human Resources ◽  
High Performance ◽  
Human Resources Management ◽  
Chinese Enterprises ◽  
Content Type ◽  
Resources Management ◽  
Mediating Role ◽  
The Relationship

Purpose – Human resources have become a key issue in relation to the strong competition between service firms. Therefore, the purpose of this paper is to explore the relationship between high-performance human resource management (HRM) within this field to firm performance, making a useful attempt to explore the “black box” of enterprise human resources management effect on firm performance. Design/methodology/approach – In order to validate the relationship between high-performance HRM and firm performance, Chinese service industry samples were collected. Structural equation modeling and regression are adopted to estimate the direct effect of high-performance HRM on firm performance and the mediating role of innovation. Findings – The results show that the impacts of high-performance HRM on firm performance are significant. Moreover, innovation plays a partial mediating role between them. Training, work analysis and employee participation has a significantly positive impact on firm performance, while effects of profit sharing, employee development and performance evaluation on enterprise performance is not significant. The results strongly support the hypothesis that innovation holds intermediary variables between high-performance HRM and firm performance. Practical implications – Studying the relationship between high-performance HRM and firm performance can help Chinese enterprises more reasonable and effective learning foreign advanced management ideas and methods. And then can help Chinese enterprises to establish a high-performance HRM system that is suitable for Chinese enterprises; the research can help enterprises to identify meaningful practice of human resources management, outstanding keys, and perfect the HRM system of enterprises; research on innovation and innovative thinking is conducive to develop employees’ innovation motive, promote employee’ innovative behavior, and improve firm performance. Originality/value – This paper takes innovation as a mediating variable into the model and studies the intermediary role of innovation.

Perceptions of responsible human resources management and credibility of the Public Administration: the mediating role of service quality and satisfaction

2014 ◽  
Author(s):  
José Luis Vázquez Burguete ◽  
Ana Lanero Carrizo ◽  
María Purificación García Miguélez
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Total Sample ◽  
Structural Equations ◽  
Survey Study ◽  
Resources Management ◽  
The Public ◽  
Mediating Role

This study extends previous literature on corporate social responsibility (CSR) in private firms and consumer behavior to set a model of citizen perceptions of responsible human resources management (HRM) in the public administration. Particularly, the main goal of the paper is to analyse the effect of perceived internal responsibility on credibility, by considering the mediating role of quality of service and satisfaction. A survey study was conducted with a total sample of 660 Spanish citizens. Structural equations modelling with PLS (Partial Least Squares) was used to test the overall fit of the model. In sum, results provided support for all the relations hypothesised. Findings and their implications are described.

scholarly journals A Survey and Analysis of the Relationship between Human Resources Management and Organizational Performance

2017 ◽  
Vol 7 (6) ◽  
pp. 2200-2204 ◽  
Author(s):  
S. A. Hashemi ◽  
F. Dehghanian
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Organizational Innovation ◽  
Human Resources Management ◽  
Reliability And Validity ◽  
Structural Equations ◽  
Resources Management ◽  
Mediating Role ◽  
The Relationship

This study aims to evaluate the relationship between human resources management and organizational performance with emphasis on the mediating role of organizational innovation. The study methodology is descriptive-correlation and structural equations modeling. The study population is employees of the electricity distribution company of Tehran city. The reliability and validity of measures were evaluated using Cronbach’s alpha and confirmatory analysis and the results showed the acceptable reliability and validity of measures. For data analysis, Pearson Correlation coefficient and structural equations method with Lisrel software were used. The results showed that the effect of organizational innovation mediating variable was indirectly 0.17 meaning that if human resources management is increased as 1%, the organization performance with the mediating role of organizational innovation is increased as 16%. This study evaluates the relationship between human resources management and organizational performance with emphasis on the mediating role of organizational innovation.

scholarly journals The Impact of Human Resources Management on Job Involvement. The Mediating Role of Vertical Trust

2018 ◽  
Vol 18 (2) ◽  
pp. 34-45
Author(s):  
Dagmara Lewicka ◽  
Monika Pec
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Job Involvement ◽  
Psychological Needs ◽  
Medium Size ◽  
Resources Management ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Abstract The purpose of the study was to identify the relationship between Human Resources Management system (HRM system), vertical trust, and job involvement. This type of involvement in work is considered very important for an organisation because it affects the added value generated employees. It is also associated with the well-being felt by individuals and testifies to the satisfaction of their psychological needs. The study was conducted on a group of 227 employees of large and medium-size entities. The application of the Structural Equation Modelling (SEM) made it possible to confirm the relationship between the HRM system and job involvement with the mediating role of vertical trust in the examined relationship. In order to verify to what extent the job involvement variation can be explained by the HRM system, a multi-dimensional linear regression analysis was applied.

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