scholarly journals THE SIGNIFICANCE OF JOB INVOLVEMENT, ANDEMPLOYEE ENGAGEMENT IN INCREASING ORGANIZATIONAL EFFECTIVENESS

2021 ◽  
Vol 9 (11) ◽  
pp. 164-174
Author(s):  
Dade Nurfalah ◽  
◽  
Esmi Tsalsa Sofiawati ◽  
Lidya Natalia Sartono ◽  
Moh. Supendi ◽  
...  
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Significant Influence ◽  
Job Involvement ◽  
Resource Development ◽  
Equation Modeling ◽  
Development Agency ◽  
Indirect Influence

Employee job involvement is critical in an organization, especially when it comes to increasing organizational effectiveness and improving organizational performance. Similarly, employee engagement involves a sense of emotional involvement from within the employee, which ultimately increases the organizations effectiveness. The objective of the research is to obtain information about the influence of job involvement and employee engagement on organizational effectiveness. In this study, the researcher attempt to study how this job involvement influences organizational effectiveness, how employee engagement influences organizational effectiveness, and how this job Involvement has indirect influence is mediated by employee engagement. The research was conducted on all employees of the Human Resource Development Agency of Indonesias Tourism Ministry of Indonesia by using a survey method with path analysis applied in testing the hypothesis. The number 86 employees as the sample was selected by using the Slovin formula. From the results structural equation modeling the researcher finds a significant influence of job involvement on organizational effectiveness, and significant influence of employee engagement on organizational effectiveness, and also the indirect influence of job Involvement on organizational effectiveness mediated by employee engagement of the employee of Human Resource Development Agency of Indonesias Tourism Ministry of Indonesia.

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

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.

Human resource development (HRD) practices and banking industry effectiveness

2019 ◽  
Vol 43 (3/4) ◽  
pp. 250-271 ◽  
Author(s):  
Frank Nana Kweku Otoo
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Structural Equation ◽  
Banking Industry ◽  
Resource Development ◽  
Equation Modeling ◽  
Content Type ◽  
Employee Competencies ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. 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 impact organizational effectiveness through their influence on employee competencies. The study further revealed that employee competencies mediate the relationship between HRD practices and organizational effectiveness. Research limitations/implications The research was undertaken in the banking industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help policymakers and management of banks in espousing suitable and well-articulated HRD practices to harness the competencies of employees and inordinately enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that employee competencies mediated the relationship between HRD practices and organizational effectiveness of the banking industry in Ghana.

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

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.

scholarly journals THE EFFECT OF GROUP COHESIVENESS AND JOB SATISFACTION ON PRODUCTIVITY IN EMPLOYEES OF HUMAN RESOURCES DEVELOPMENT IN THE MINISTRY OF HOME AFFAIRS

2020 ◽  
Vol 6 (8) ◽  
pp. 57-62
Author(s):  
Iman Iskandar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Direct Effect ◽  
Resource Development ◽  
Survey Method ◽  
Human Resources Development ◽  
Group Cohesiveness ◽  
Development Agency

The purpose of this study was to determine the effect of group investigation by sigil and The objective of the research is to obtain information about the effect of group cohesiveness and job satisfaction on productivity of the employee on Human Resource Development Agency of Ministry of Home Affairs. The research was conducted to all of employees on on Human Resource Development Agency of Ministry of Home Affairs by using a survey method with path analysis applied in testing hypothesis. The number 133 employees as sample was selected by using Slovin formula. The research conclude: (1) there is direct effect of group cohesiveness on productivity. (2) there is direct effect of job satisfaction on productivity. (3) there is direct effect of group cohesiveness on job satisfaction. Therefore, to enhance employees’ productivity can be carried out by group cohesiveness, and job satisfaction.

Contending claims to causality: a critical review of mediation research in HRD

2016 ◽  
Vol 40 (8/9) ◽  
pp. 595-614 ◽  
Author(s):  
Rajashi Ghosh ◽  
Seth Jacobson
Keyword(s):  
Data Collection ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Review ◽  
Resource Development ◽  
Equation Modeling ◽  
Causal Process ◽  
Cross Sectional ◽  
Content Type ◽  
Mediation Models

Purpose The purpose of this paper is to conduct a critical review of the mediation studies published in the field of Human Resource Development (HRD) to discern if the study designs, the nature of data collection and the choice of statistical methods justify the causal claims made in those studies. Design/methodology/approach This paper conducts a critical review of published refereed articles that examined mediation in Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources and European Journal of Training and Development. Mediation studies published in these journals from 2000 to 2015 were identified and coded. The four journals sampled were chosen to provide breadth of coverage of the different types of empirical studies published in the field of HRD. Findings The review findings imply that HRD scholars are not employing experimental or longitudinal designs in their studies when randomized experiments and longitudinal studies with at least three waves of data collection are regarded as the golden standards of causal research. Further, the findings indicate that sophisticated statistical modeling approaches like structural equation modeling are widely used to examine mediation in cross-sectional studies and most importantly, a large number of such studies do not acknowledge that cross-sectional data does not allow definite causal claims. Research limitations/implications Although the findings urge us to rethink the inferences of mediation effects reported over the past 15 years in the field of HRD, this study also serves as a guide in thinking about framing and testing causal mediation models in future HRD research and even argues for a paradigm shift from a positivist orientation to critical and postmodern perspectives that can accommodate mixed methods designs for mediation research in HRD. Originality/value This paper presents a critical review of the trends in examining mediation models in the HRD discipline, suggests best practices for researchers examining the causal process of mediation and directs readers to recent methodological articles that have discussed causal issues in mediation studies.

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

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.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

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

2019 ◽  
Vol 43 (1/2) ◽  
pp. 188-210 ◽  
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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