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.

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.

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 Mediation Role of Organizational Commitment in the Relationship between Strategic Human Resources Management and Individual Performance

2021 ◽  
Vol 58 (1) ◽  
pp. 5737-5747
Author(s):  
Polat YÜCEKAYA, Rabia ÖZPEYNİRCİ
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resources Management ◽  
Individual Performance ◽  
Resources Management ◽  
Mediating Role ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management ◽  
The Relationship

The aim of this research is to examine the mediating role of organizational commitment in the relationship between strategic human resource management and individual performance. For this purpose, data were collected from SME businesses operating in Aksaray through convenience sampling method in the period covering February-March 2019.  The questionnaire prepared to collect data consists of four parts. The first part of the questionnaire includes questions about the demographic characteristics of the survey participants. The second part of the questionnaire is about the strategic human resources management scale. In the second part of the questionnaire, a scale consisting of 9 statements, which was developed by Huselid (1995) and rearranged by Batram et al. (2007), was used. For the organizational commitment scale in the third part of the questionnaire, the scale consisting of 7 statements developed by Katsikea et al.  (2011) was used. For the individual performance scale in the last part of the questionnaire, a scale consisting of 6 statements developed by Green et al. (2006) was used. The collected data were analyzed with the help of SPSS and SmartPLS statistics program, and the data were analyzed by frequency, reliability analysis, confirmatory factor analysis and structural equation modeling. According to the results of this study, it was determined that organizational commitment has a full mediating role in the relationship between strategic human resources management and individual performance. As strategic human resources management increases the organizational commitment of the employees, it has been concluded that it also positively affects their individual performance.  

scholarly journals Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM: an Evidence From Palestine

2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Resources Management ◽  
Digital Human ◽  
The Impact ◽  
The Relationship

This study aims to identify the impact of digital transformation in achieving strategic sovereignty in a world that is intensely competitive and in a digitalized era. In the study, the human resource management variable serves as an intermediary variable in the relationship between digital transformation and strategic leadership. The study population consists of (420 top and middle) managers in two mobile telecommunications companies in Palestine, namely: Jawwal and Ooredoo. The study is based on the quantitative approach using a proportional stratified sample, as a 201- item questionnaire is developed using the Seven-Point Likert Scale to study the three variables. The independent variable is digital transformation and its dimensions (Business Model, Customer Experience, Digital Processes, and Impact on People), while the dependent variable is Strategic Supremacy including its three dimensions (Scope of Influence, Competitive Configuration, and Competitive Compression), while digital human resources management serves as an intermediate variable. The data contained herein is analyzed by the Smart PLS Program - structural equation modelling (Second Order). The study shows a positive and good impact of digital transformation on strategic supremacy. The same applies to the impact of digital human resources management thereon. The study concludes that even though digital transformation has a very good impact on human resource management, digital human resources management is a mediating variable in the relationship between digital transformation and strategic supremacy, or even a partial mediator.

scholarly journals The Role of Human Resources Management Towards Healthcare Providers Retention during Covid-19 Pandemic in Egypt

2021 ◽  
Vol 14 (8) ◽  
pp. 67
Author(s):  
Ashraf Elsafty ◽  
Mohammad Ragheb
Keyword(s):  
Human Resources ◽  
Intrinsic Motivation ◽  
Significant Role ◽  
Human Resources Management ◽  
Healthcare Providers ◽  
Past Research ◽  
Resources Management ◽  
The Past ◽  
The Impact

HRM has a significant role in motivating the employees and ensuring that every employee is satisfied with the HR practices. Healthcare providers have been facing stress and depression especially in Egypt, due to COVID-19. In this country, the healthcare providers are looking for alternatives to achieve satisfaction as COVID-19 has affected their jobs, salaries, incentives, and bonuses. The past studies have focused on assessing the HRM’s role in employee retention and satisfaction during the COVID-19 pandemic in Egypt. The past research discussed the impact of motivation, incentives, and rewards on the employees’ motivation. This study focused on evaluating the role of HRM towards the healthcare providers' retention during COVID-19 in Egypt. This study relied on the quantitative approach for achieving the findings and conclusion. The sample size of the study involved 120 healthcare providers working in different hospitals. The results revealed that intrinsic motivation, rewards, incentives, monetary benefits, and non-monetary benefits have an essential role in maintaining the healthcare providers during COVID-19. It is concluded that HR can play a significant role in retaining key healthcare providers in COVID-19. The elements including intrinsic motivation, incentives, non-monetary, and monetary benefits can play a significant part in retaining healthcare providers. HR departments should focus on releasing salaries on time, providing specific bonuses, and providing incentives to healthcare providers whenever they perform at their best level.

scholarly journals The Impact of Pro-environmental Preference on Consumers’ Perceived Well-being: The Mediating Role of Self-Determination Need Satisfaction

2020 ◽  
Vol 12 (1) ◽  
pp. 436
Author(s):  
Jian Gao ◽  
Jianguo Wang ◽  
Jianming Wang
Keyword(s):  
Well Being ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Self Determination ◽  
Mediation Effect ◽  
Mediating Role ◽  
Environmental Preference ◽  
The Impact ◽  
The Relationship

This study uses a conceptual research model to explore the mediating role of need satisfaction for competence, relatedness, and autonomy in the relationship between pro-environmental preference (PEP) and consumers’ perceived well-being (PWB). The data were collected on WJX (a Chinese online recruitment platform) from a sample of 514 respondents and analyzed using Smart PLS 3. The results indicated that two need satisfactions (competence and autonomy) fully mediate the relationship between PEP and consumers’ PWB. However, surprisingly, relatedness need satisfaction has no mediation effect in the relationship between PEP and consumers’ PWB. The results demonstrate the pivotal role of self-determination theory in explaining the primary psychological needs that must be met for consumers to perceive heightened states of well-being. Moreover, the results can signify to policymakers how to translate the impact of PEP into consumers’ PWB.

scholarly journals The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance

2012 ◽  
Vol 2 (1) ◽  
pp. 75 ◽  
Author(s):  
Fathi Mohamed Abduljlil Aldamoe ◽  
Mohamd Yazam ◽  
Kamal Bin Ahmid
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Resources Management ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance 

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