scholarly journals THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES AND JOB INVOLVEMENT ON THE EMPLOYEE PERFORMANCE IN THE PUBLIC SERVICE SECTORS MEDIATED BY AFFECTIVE COMMITMENT

2021 ◽  
Vol 1 (1) ◽  
pp. 75-90
Author(s):  
Verlina Dwi Pamungkas ◽  
Fitri Wulandari
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Significant Influence ◽  
Affective Commitment ◽  
Employee Performance ◽  
Job Involvement ◽  
The Public ◽  
Hrm Practices ◽  
Service Sectors

This study aims to analyze the influence of Human Resource Management (HRM) practices and job involvement on the employee performance of the public service sectors mediated by affective commitment. The sample in this study was 105 employees who work in the public sector. This study used path analysis employing the IBM SPSS 22 software. The results of this study indicate that there is a positive and significant influence of HRM practices in the public service sectors on employee performance and there is a positive and significant influence of job involvement on employee performance as well as the positive and significant influence of affective commitment to employee performance. The results also show that affective commitment does not mediate either partially or fully the influence of HRM practices on the performance of employees in the public service sectors. In addition, affective commitment also does not mediate either partially or fully the effect of job involvement on the performance of employees in the public service sectors. The best strategy proposed in this study is how to encourage the role of job involvement in the form of increased participation, work flexibility, empowerment, and wider responsibility to increase affective commitment and employee performance.

scholarly journals One HRM Fits All? A Meta-Analysis of the Effects of HRM Practices in the Public, Semipublic, and Private Sector

2018 ◽  
Vol 40 (1) ◽  
pp. 3-35 ◽  
Author(s):  
R. Blom ◽  
P. M. Kruyen ◽  
B. I. J. M. Van der Heijden ◽  
S. Van Thiel
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Meta Analysis ◽  
Individual Performance ◽  
The Public ◽  
Hrm Practices ◽  
Long Time

For a long time, public and semipublic organizations have borrowed Human Resource Management (HRM) practices from the private sector to enhance employee performance. Numerous scholars argue, however, that business-like practices are less effective outside the private sector context because of sector-specific conditions. Based on the ability–motivation–opportunity model, we performed a three-level meta-analysis to investigate differences in effects of HRM practices on individual performance across sectors. Our study shows that significant differences exist between sectors, but the expectation that the effects of HRM practices are largest in the private sector and smallest in the public sector is not supported. More specifically, the differences between the public, semipublic, and private sector are not straightforward. In this respect, we encourage future scholars to further examine these differences.

scholarly journals Modernization of the public service and human resource management in Ukraine

2018 ◽  
Vol 6 (1-2) ◽  
pp. 42-51
Author(s):  
N. T. Goncharuk ◽  
L. V. Prudyus
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
European Standards ◽  
Main Components

The goal, tasks and essence of the concepts «modernization of the public service» and «human resources management in public service» are defined. The current state and problems of modernization of the public service and human resources management in Ukraine are analyzed; the main components of the reform that provide modernization of the public service and human resources management are disclosed. It has been established that in order to reform and modernize the public service as well as to improve human resources management in the recent years several strategic documents have been adopted in Ukraine, among them one should mention the Strategy of the Public Personnel Policy for 2012-2020, the Strategy for the Reform of the Public Service and Service in Local Self-Government Bodies in Ukraine for the period until 2017 and the Strategy for the Reform of the Public Administration of Ukraine in 2016-2020; their main provisions are developed and, in accordance with the European standards, the priority directions for modernization of the public service and human resource management in Ukraine are defined.

scholarly journals Appraisal in the Public Service, Instrument of Human Resource Management

2014 ◽  
Vol 3 (4) ◽  
pp. 31
Author(s):  
Claude Barreix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Civil Servants ◽  
Public Performance ◽  
The Public ◽  
Appraisal Process ◽  
Staff Appraisal ◽  
Different Characteristics

The purpose of this article was to put forward staff appraisal process in the Public Service of advanced countries. Even if British and French Civil Services have different characteristics coming from their specific cultures, even if staff appraisal development has followed different rhythms, they meet together to consider that appraisal is a key instrument to improve public performance and Human Resource Management.Pay related to performance (PRP) triggers international debates because some consider it as ineffective and a source of discord inside a working team. But the two countries have to address the problem to find how to motivate their staff. The British civil servants seem less reluctant to PRP than their French homologues who feel more comfortable with a collective approach of appraisal, even if this system is criticized because some poor contributors may hide themselves behind good performers. The solution that could be prescribed would consist in using a collective approach of appraisal in combination of a system rewarding individual performers, in order to motivate staff individually and collectively as well.

scholarly journals Impact of Performance Contracting on Public Service Delivery in the National Government Administration in Kenya: Case of Eldoret West Sub-County

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Michael Ang’anyo ◽  
Januaris Mbatha
Keyword(s):  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
National Government ◽  
Public Service Delivery ◽  
Performance Contracting ◽  
The Public ◽  
Government Administration

The main aim of this study was to assess the impact of performance contracting on public service delivery, in the National Government Administration, Eldoret West Sub-County.  The study examined the effect of financial stewardship, human resource management and the role of resolution of public complaints on service delivery. Two theories informed this study: The New Public Management Theory and the Principal Agent Theory. Descriptive survey research design was utilized. The target population constituted members of the public who consume public services provided by the 63 National Government Administrative officers in Eldoret West Sub-County (NGAO), 19 Heads of Departments and officials from Non-Governmental Organizations (NGOs). A sample size of 170 respondents was selected using quota sampling technique. Both primary and secondary data were collected. Data analysis and management was done by use of SPSS Version 21 and MS Excel. The gamma measure of association between financial stewardship and service delivery was +0.5. This is a moderate strength pointing to the existence of other factors that drive service delivery. The spearman’s Rank Order measure of correlation (rs) between human resource management and service delivery was +0.67. This indicates moderate association, hence a clear pointer to a combination of other factors driving service delivery. There was minimal variability across the various dimensions of complaints handling mechanisms and their effect on improving service delivery. It was therefore recommended that National Government Administration need to continuously build capacity on both its officers and members of the public on the financial accountability framework, tie human resource management and development practices to other policies as well as engage and sensitize members of the public on performance contracting process and complaints handling mechanisms.

scholarly journals Human Resource Management Practices as an Antecedent of Employee Performance

2020 ◽  
pp. 152-160
Author(s):  
Dr. Shaheen Ahmed
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Job Security ◽  
Training And Development ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Hrm Practices ◽  
Business Goals

The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.

scholarly journals Appraisal of Human Resource Management in Georgian Public Service: Quantitative Research

2021 ◽  
Vol 17 (28) ◽  
pp. 56
Author(s):  
Nino Sardlishvili
Keyword(s):  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Future Development ◽  
Quantitative Research ◽  
Public Servants ◽  
The Public ◽  
Public Sector Employees ◽  
Electronic Questionnaires

The ongoing reforms in the Georgian public sector are crucial for the future development of this field, as waves of reforms systematically increase the efficiency of the sector. The attitude of people employed in the public sector is decisive towards the ongoing reforms and is considered to be essential and interesting at the same time. Quantitative research was conducted using electronic questionnaires to examine the position of public sector employees. The research has shown that working in the public sector is very popular and the main reason for this popularity is for stability. Another interesting thing is the fact that public servants are actively involved in activities planned and implemented by their employer. Although despite their readiness, a large number of public servants are skeptical about the ongoing processes.

scholarly journals The Influence of Staff Welfare on Employee Performance at Public Service Commission in Kenya

2019 ◽  
Vol 7 (5) ◽  
Author(s):  
Nickson Lumwagi Agusioma ◽  
Simon Nyakwara ◽  
Evans Mwiti
Keyword(s):  
Public Relations ◽  
Human Resource ◽  
Public Service ◽  
Employee Performance ◽  
Sampling Technique ◽  
Target Population ◽  
Retirement Benefits ◽  
The Public ◽  
Service Commission ◽  
Public Service Commission

Employees represents the human capital factor in all organizations and embodies all human abilities regardless of the intrinsic or learnt qualities, whose worth could be improved by suitable development investments.  Thus, organizations needs to provide more attractive compensation and qualitative packages to enhance the motivation of the people through incorporation of staff welfare practices. The objective of the study was to determine effect of staff conflict resolution on employee performance at Public Service Commission in Kenya. The specific objectives were to establish the influence of retirement benefits, allowances/benefits, compensation and medical insurance on organization performance the Public Service Commission in Kenya. This research adopted descriptive survey research design approach. The target population in this study comprised of  human resource department, staff welfare/public relations, and general management in the Public Service Commission in Kenya. The study sample size of 141 respondents were selected. The study selected the respondents using stratified proportionate random sampling technique. Data was collected mainly by use of semi structured questionnaires. Correlation and regression analysis were used to achieve the study objectives. The study found that staff welfare was positively and significantly affected employee performance. Therefore an increase in these factors will result in increased accessibility to increased employee performance. The study concludes that staff welfare is essential in creating a sense of recognition and satisfaction among the employees which improves their productivity. It is therefore also concluded that unbiased and competitive employee welfare framework should be established to evade poor employee turnover. The study recommends the managers and human resource practitioners to highly prioritize staff welfare as a key strategic practice in the organizations. Therefore, Human Resource Management is recommended to be undertaken as a tool for ensuring staff welfare are well addressed. It will help them in understanding the issues that affect the employees and their productivity.

Human Resource Management in the Not-for-Profit Sector

2021 ◽  
pp. 436-457
Author(s):  
Emma Parry ◽  
Clare Kelliher
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management Communication ◽  
Public And Private ◽  
The Public ◽  
For Profit ◽  
Hrm Practices ◽  
Not For Profit

This chapter examines human resource management (HRM) in organizations in the not-for-profit sector. It examines the use of HRM practices relating to recruitment, selection, training, reward, performance management, communication, and diversity in not-for profit organizations, drawing on data collected via the Cranet survey. In the light of ongoing debate about how the not-for-profit sector differs from, or is similar to, the public and private sectors, we compare the findings across sectors. Furthermore, in line with commentary about the increasing importance of HRM in this sector, we compare the data collected in 2014/15 with the findings from the 2009/10 survey. We show that many of the HRM practices used in the not-for-profit sector are similar to those used in the public and private sectors, making it difficult to identify a unique not-for-profit approach to HRM. However, we also suggest that some elements of the commonly cited values-based approach to HRM remain.

scholarly journals Priority directions of human resources management improving in the field of public service of Ukraine

2020 ◽  
Vol 8 (6) ◽  
pp. 37-48
Author(s):  
Natalija Honcharuk ◽  
Yuliia Pyrohova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Public Service ◽  
Human Resources Management ◽  
Public Authorities ◽  
Resources Management ◽  
The Public

The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.

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