scholarly journals Employees training and its impact on learning and creativity: moderating effect of organizational climate

2019 ◽  
Vol 17 (2) ◽  
pp. 430-439
Author(s):  
Bhawna Chahar ◽  
Vinod Hatwal ◽  
Sona Sen
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Human Resource ◽  
Research Work ◽  
Mediation Effect ◽  
Employee Creativity ◽  
Mediating Role ◽  
Competitive Edge ◽  
Critical Resource ◽  
Employee Learning

Economic development of any country depends on its natural resources, as well as availability of human resource. Every aspect, actions and activities in an organization involve people. Out of various resources, the human resource management has become critical resource for gaining the competitive edge. Today, most of the countries are giving attention and putting their effort to the development and training of their human resources. Training is effort initiated by an organization to foster learning among its workers. Training and development are a continuous effort designed to enhance employee learning, as well as his/her creativity, which is helpful in improving employees’ competence and organizational performance. The present research work examines the moderating and mediating role of organizational climate between employees training and creativity. In a survey of 324 employees working in various SME of Dehradun area, it was found that both employee creativity and employee learning foster organizational climate. Further, the mediation effect of organizational climate on learning and creativity is different. The study shows that creativity is partially mediated, but learning has no significant effect on organizational climate. The study suggests that companies must focus on training their employees so that employees become creative and learn new practices for improving their competencies at work. The study also suggests finding the means of improving organizational climate because of its rich contribution towards improving employee creativity and learning.

scholarly journals The Influence of Human Resource Management Practices on the SMEs Performance: Mediating Role of Employee Engagement

2021 ◽  
Vol 4 (1) ◽  
pp. 79-91
Author(s):  
Muhammad Azeem Ahmad ◽  
Arshia Hashmi ◽  
Waris Ali
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Training And Development ◽  
Human Resource Practices ◽  
Mediating Role ◽  
And Performance ◽  
Recruitment And Selection

Recently, human resource practices have been considered as the foremost solution for high organizational performance and attained the focus of recent studies and regulators. Therefore, the present study investigates the impact of human resource practices such as recruitment and selection, training and development, reward and compensation, and performance management on SMEs performance in Pakistan. The present research also examines the mediating role of employee engagement among the nexus of recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This research has adopted the questionnaires to collect the data and executed the smart-PLS to analyze the data. The results revealed that recruitment and selection, training and development, reward and compensation, and performance management have a positive association with SMEs’ performance. The findings also exposed that employee engagement positively mediating the links among recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This study has provided the guidelines to the policymakers that they should extend their focus towards human resource practices that improve organizational performance.

scholarly journals Advancing a Behavioral Approach for Studying Public Administration

2018 ◽  
Vol 13 (6) ◽  
pp. 25 ◽  
Author(s):  
Andrea Tomo
Keyword(s):  
Public Sector ◽  
Literature Review ◽  
Change Management ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Public Administration ◽  
Human Resource ◽  
Behavioral Approach ◽  
The Public ◽  
Effective Change

This paper aims at providing a conceptual framework to analyze the public sector through a behavioral approach.The paper relies on the framework provided by Huse (2007) to study the behavioral approach in the private sector and employs a systematic literature review to adapt this framework to the public sector.The findings enable the application of the behavioral approach to the public sector through four main areas of discussion: human resource management, interactions, organizational climate, and culture leadership and structure.Literature on public sector has less regarded this dimension despite behaviors may affect both individual and organizational performance. Thus, this paper has manifold interesting implications, especially with reference to an effective change management in the public sector.

The nexus between diversity management (DM) and organizational performance (OP): mediating role of cognitive and affective diversity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shagufta Showkat ◽  
Siddharth Misra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Diversity Management ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Purpose Present day organizations are considering workforce diversity as one of the main challenges in the human resource management. This study aims to find out the relationship between diversity management (DM) in the context of strategic human resource management (SHRM) and organizational performance (OP). An attempt is made to find out the mediation effect of cognitive diversity (CD) and affective diversity (AD) in the relationship between DM and OP. Design/methodology/approach The constructs investigated in the present study include DM, OP, CD and AD. Structural equation modeling has been used to test the model fit. The data was collected from 50 human resource professionals working in different organizations in the information technology (IT) sector in Bangalore, India. Confirmatory factor analysis has been used for establishing the reliability. Findings The results show that there exists a significant relationship between DM and OP. This significant positive relationship can be attributed to the mediating role of CD and significant negative relationship is because of the AD. Research limitations/implications This study has several limitations. In this study, only three DM practices have been considered. The generalization of the results is another limitation as the study has been conducted in the IT sector in Bangalore, India. Similarly, sample size also affects the implications of an empirical study and sample size in this study is small. This study has investigated only the impact of two aspects of diversity, cognitive and affective, while neglecting the effect of communicational and symbolic processes. Practical implications The results indicate that organizations must consider that by providing intercultural trainings (ICTs), work–life balance (WLB) and work-time flexibility options, the negative aspects of diversity can be minimized. Moreover, organizations should encourage the task conflict which leads to better decision-making as well as creates a sense of group identification, which may help in the avoidance of negative consequences of AD. Originality/value This study is undertaken to find out the effect of certain diversity-oriented SHRM practices such as flexible working times, WLB, ICT and its impact on the OP in the Indian IT industry. This study has investigated the mediating role of CD and AD on the relationship between diversity-oriented SHRM practices and OP, which is the novelty of this study. Third, the study has been undertaken considering that there is a dearth of research on the impact of AD and CD on OP in the Indian context.

scholarly journals Relationship between Organizational Effectiveness and Its Predictors among IT Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 3194-3202
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Research Study ◽  
Research Work ◽  
Mediating Effect ◽  
The Relationship

In modern scenario, human resource practitioners have been showing great concern for assessing the factors enhancing employee’s commitment towards organization. Since, dedicated and devoted employees can only facilitate the organization to attain heights of effectiveness. The current research study was carried out to access the factors enhancing effectiveness of organization along with the mediating effect of organizational commitment. The effect of job satisfaction and organizational climate on effectiveness was assessed considering commitment as a mediating variable. Adjusted structured questionnaires were used for evaluating these variables. 581 respondents from IT sector were approached for collecting the data. SEM was applied for examining the model fitness and mediating effect of commitment on effectiveness. It was revealed that both job satisfaction (β=.18, p=.001) and organizational climate (β=.11, p=.007) were positively associated with effectiveness. When organizational commitment was introduced into the model as mediator it was found that the above mentioned relationships become insignificant. Organization commitment fully mediates the relationship between job satisfaction and effectiveness (β=.01, p=.85) and organizational climate and effectiveness (β=.08, p=.054). This research work has essential implication in decision making by human resource development in IT sector. Proper strategies should be defined by the management for achieving job satisfaction and favourable organizational climate considering the moderating effect of commitment, which finally leads to organizational effectiveness.

scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN IKLIM ORGANISASI TERHADAP EMPLOYEE ENGAGEMENT SERTA DAMPAKNYA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 8 (4) ◽  
Author(s):  
Lalu Jagat Firman Hadinata ◽  
Surati Surati ◽  
Lalu Suparman
Keyword(s):  
Transformational Leadership ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Leadership Style ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Mediating Role ◽  
Transformational Leadership Style ◽  
Positive Effect

This study examines the effect of transformational leadership style and organizational climate on employee engagement and OCB on NTB Provincial Secretariat staff. Specifically the purpose of this study was to determine the significance of the influence of transformational leadership style, organizational climate and employee engagement on employee OCB, find out the significance of the influence of transformational leadership style and organizational climate on employee engagement, as well as knowing the mediating role of employee engagement variables in Provincial Regional Secretariat employees NTB. The population of this study was all employees who served in the NTB Provincial Secretariat were 378 respondents. There were 237 questionnaires that were received back or the questionnaire return rate was very high because it reached 62.70 percent, then the data collected was further analyzed. This research uses structural equation modeling (SEM analysis) with AMOS applications. The results showed that transformational leadership style and employee engagement had a significant positive effect on OCB, while organizational climate did not significantly influence OCB. Transformational leadership style and organizational climate have a significant positive effect on employee engagement. For the mediation effect of employee engagement, there is a full mediating role in the influence of transformational leadership styles and organizational climate on OCB.Keywords :Transformational Leadership Style, Organizational Climate, Employee Engagement, OCB.

Sign in / Sign up

Export Citation Format

Share Document