A STRUCTURAL EQUATION MODEL DESCRIBING THE INFLUENCE OF LIFELONG LEARNING ON HUMAN RESOURCE DEVELOPMENT

In the context of Vietnam's socio-economy is gradually developing and actively participating in the industrial revolution 4.0, the State Bank of Vietnam (SBV) is making constant efforts to realize its mission and development orientation. Human resource development plays an increasingly important role at the State Bank, that always needs to be perfected and renovated. The effective and practical system of work performance evaluation, working motivation evaluation and remuneration will be the main basis for the State Bank's human resource development plan at present and in the coming years. This study aims to evaluate the factors affecting the SBV employee’s motivation; with data collected from 454 SBV’s employees around the Vietnam, the research applied the quantitative method, using the Exploratory factor analysis (EFA), regression model and the Structural Equation Model (SEM) to determine the factors affecting the SBV employee’s motivation. Research results show that there are 5 factors (job characteristics, working environment, Reward policy, compensation and benefit, development opportunities) with different impacts on SBV employee’s motivation. Based on the results, the study provides recommendations to enhance job performance results of SBV task special employees.

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A Conceptual Framework for the Integration of Corporate Social Responsibility and Human Resource Development Based on Lifelong Learning

Sustainability ◽

10.3390/su9091545 ◽

2017 ◽

Vol 9 (9) ◽

pp. 1545 ◽

Cited By ~ 5

Author(s):

Thilo Ketschau

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Conceptual Framework ◽

Lifelong Learning ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Corporate Social

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Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

SALAM Jurnal Sosial dan Budaya Syar i ◽

10.15408/sjsbs.v8i1.19551 ◽

2021 ◽

Vol 8 (1) ◽

Author(s):

Menik Lestari ◽

Dinnul Alfian Akbar ◽

Chandra Zaky Maulana

Keyword(s):

Job Satisfaction ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Resource Development ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City. Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction. AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang. Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

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A structural equation model for measuring human resource management practices in the Jordanian organisations

International Journal of Organizational Analysis ◽

10.1108/ijoa-09-2011-0510 ◽

2013 ◽

Vol 21 (4) ◽

pp. 565-587 ◽

Cited By ~ 5

Author(s):

Ramudu Bhanugopan ◽

Khaled Aladwan ◽

Alan Fish

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Structural Equation Model ◽

Structural Equation ◽

Management Practices ◽

Equation Model ◽

Human Resource Management Practices

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Book Review: Case Studies and Activities in Adult Education and Human Resource Development. Adult Education Special Topics: Theory, Research, and Practice in Lifelong Learning, by S. Schmidt

Adult Learning ◽

10.1177/1045159513489108 ◽

2013 ◽

Vol 24 (3) ◽

pp. 137-138

Author(s):

Norina L. Columbaro

Keyword(s):

Adult Education ◽

Lifelong Learning ◽

Case Studies ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Research And Practice ◽

Theory Research

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The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

Problems and Perspectives in Management ◽

10.21511/ppm.18(1).2020.12 ◽

2020 ◽

Vol 18 (1) ◽

pp. 130-140

Author(s):

Amani Abu Rumman ◽

Lina Al-Abbadi ◽

Rawan Alshawabkeh

Keyword(s):

Human Resource Development ◽

Employee Engagement ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Employee Training ◽

Resource Development ◽

Employee Empowerment ◽

Equation Modeling ◽

The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

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Pengaruh Knowledge Management terhadap Pengembangan Sumber Daya Manusia dan Kinerja Karyawan Perhotelan di Sulawesi Selatan

Jurnal Kawistara ◽

10.22146/kawistara.56756 ◽

2020 ◽

Vol 10 (2) ◽

pp. 199

Author(s):

Andi Hasbi

Keyword(s):

Knowledge Management ◽

Structural Equation Modeling ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Hospitality Industry ◽

Employee Performance ◽

Resource Development ◽

Equation Modeling ◽

Hotel Employees

Many studies have linked knowledge management and human resource development to create standardized services. However, the relationship between the two in the hospitality industry is still lacking as an object of research. The purpose of this study was to analyze the influence of knowledge management on the development of hospitality HR in South Sulawesi. This research uses a quantitative approach with inferential statistical analysis. This research was conducted in three selected districts, namely, Bone Regency, Soppeng Regency, and Wajo Regency, which were the research locus. The population in this study were all-star and non-star hotel employees in the three districts. The total sample is 200 hotel employees and respondents are selected using the accidental method. Data collection using a questionnaire that was built based on previous research. The data analysis technique uses descriptive analysis and Structural Equation Modeling, which is processed in Linear Structural Relation software (LISREL 8.5). The results indicated that there was a significant influence on the development of human resources in hospitality. This means that to improve the outcome of hospitality HR including education, training and the development of the hospitality industry is required to be able to maintain and maintain knowledge management through the implementation of job procedures, able to transfer personal knowledge and technological mastery. Knowledge management directly has a little positive and significant impact on employee performance, but simultaneously Knowledge Management has a very positive and significant effect on employee performance through HR development. This research implies that performance-based training and development and application of knowledge management should be carried out simultaneously in the hospitality industry to produce standardized services in each district.Keywords: Employee Performance; Human Resource Development; Knowledge Management; Linear; Structural Equation Modeling; and Structural Relation software.

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Impact of human resource development (HRD) practices on pharmaceutical industry’s performance

European Journal of Training and Development ◽

10.1108/ejtd-09-2018-0096 ◽

2019 ◽

Vol 43 (1/2) ◽

pp. 188-210 ◽

Cited By ~ 4

Author(s):

Frank Nana Kweku Otoo ◽

Evelyn Akosua Otoo ◽

Godfred Kwame Abledu ◽

Akash Bhardwaj

Keyword(s):

Pharmaceutical Industry ◽

Organizational Performance ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Resource Development ◽

Equation Modeling ◽

Content Type ◽

Pharmaceutical Industries

Purpose The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance. Research limitations/implications The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors. Practical implications The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage. Originality/value This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

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