scholarly journals Mediating Role of Dynamic Capabilities on the Relationship between Human Resource Development and Organizational Effectiveness

Organizacija ◽  
2019 ◽  
Vol 52 (3) ◽  
pp. 187-203
Author(s):  
Mohanad Ali Kareem ◽  
Hayder Abdulmohsin Mijbas
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Public Universities ◽  
Dynamic Capabilities ◽  
Resource Development ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

Abstract Background and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context. Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model. Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness. Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.

scholarly journals The Effect Of Organizational Culture On Employee Commitment: A Mediating Role Of Human Resource Development In Korean Firms

2016 ◽  
Vol 33 (1) ◽  
pp. 87-94
Author(s):  
Zeinab Inanlou ◽  
Ji-Young Ahn
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Factor ◽  
Resource Development ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

The purpose of this study is to examine the effect of organizational culture defined as communication, trust, and innovative production on employees’ organizational commitment. Furthermore, we explored the possibility the role of HRD (Human Resource Development) activities in mediating the aforementioned relationship. Using the national employer survey data conducted by Korean government in 2011, the results find that organizational culture, in particular, defined as better communication among superiors and subordinates, trust, and appreciation of innovation from superiors, is positively related to organizational commitment. In addition, firm’s investment in HRD or employee participation in HRD would play a mediating role in influencing the relationship between organizational culture and organizational commitment. Therefore, organizational culture is a critical factor to increase workers’ motivation through the participation in HRD training program, thereby increasing worker’s commitment. The results provide theoretical and practical implications in HRD and its link to organizational culture in organizations. 

scholarly journals The Mediating Role of Organizational Commitment on the Relationship between Procedural Justice and Public Service Motivation: A Case of Public Universities in Pakistan

2018 ◽  
Vol 8 (1) ◽  
pp. 266
Author(s):  
Xu Xiaolin ◽  
Nagina Gul ◽  
Arshad Mahmmod Sadozai
Keyword(s):  
Public Service ◽  
Quantitative Research ◽  
Public Universities ◽  
Mediating Effect ◽  
The Public ◽  
Mediating Role ◽  
Highly Correlated ◽  
The Relationship ◽  
Study Questionnaire

This study aims to unearth the interactive role of OC on the relationship between PJ of the PA and PSM in public universities in Pakistan. The study not only discusses that PJ is imperative for the overall PSM, but also discusses how to retain a motivated workforce via OC. Qualitative as well as quantitative research methodology has been adopted in this study. Questionnaire was designed to get the view of employees working in the public universities. The results obtained from 980 employees show that the discharge of PJ is highly correlated with employee perception of OC and that the level of OC is highly correlated with PSM. The results further show that OC has a mediating effect on the relationship between PJ and PSM. The implications of our findings are discussed. 

Study of banking sector in Ghana shows importance of HRD training practices in developing employee effectiveness through the mediating role of employee competencies

2020 ◽  
Vol 28 (5) ◽  
pp. 23-24
Keyword(s):  
Human Resource Development ◽  
Organizational Effectiveness ◽  
Banking Sector ◽  
Training And Development ◽  
Content Type ◽  
Impact Performance ◽  
Mediating Role ◽  
Employee Competencies ◽  
The Relationship

Purpose The purpose was to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach Data were collected through questionnaire from 550 employees of the selected banks. The author tested four hypotheses Findings The results confirmed Hypothesis One, indicating training and development have a big influence on employee competencies. There was also support for Hypothesis Two, revealing employee involvement influences employee competencies. But the results did not support Hypothesis Three, which stated that career development has a significant influence on employee competencies. Finally, there was support for Hypothesis Four, which said HRD practices influence organizational effectiveness through the mediating role of employee competencies. Originality/value The author chose to focus on the banking sector because of its significance to a country’s economy. A further justification was that similar studies have focused on Western banks and there is a paucity of research into HRD practices in the West African banking industry. More broadly, there have been very few studies of the mediating processes through which HR practices impact performance.

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 Mediating Entrepreneurial Creativity – The Effect of Human Resource Practices on Innovation

2020 ◽  
Author(s):  
Juliansyah Noor ◽  
Musa Alkadhim Alhabshy ◽  
Mohd Rafi Bin Yaacob
Keyword(s):  
Human Resource ◽  
Small And Medium Enterprises ◽  
Mediating Effect ◽  
Human Resource Practices ◽  
Cross Sectional ◽  
Mediating Role ◽  
Medium Enterprises ◽  
Creativity And Innovation ◽  
The Relationship

This research aims to evaluate the link between human resource practices (HRPs) and innovation with mediating effect of entrepreneurial creativity. This research uses the hierarchical analysis to examine data collected from entrepreneurs running 172 small and medium enterprises. The results show that (a) HRPs have a positive and significant effect on entrepreneurial creativity; (b) HRPs have statistically significant impact on innovation. These results provide empirical evidence that entrepreneurial creativity mediates the relationship between HRPs and innovation. Also, the findings provide evidence that the mediating role of entrepreneurial creativity causes improving employees' innovation. Also, the findings provide evidence that the mediating role of entrepreneurial creativity cause improving employees' innovation. By providing a cross-sectional examination of our model, we showed that HRPs and entrepreneurial creativity are of essence in shaping an innovative context. A comprehensive view on the triggers and outcomes of entrepreneurial creativity and innovation are needed, as the traditional unidirectional cause-effect rationale short in explaining how these concepts relate to one another and to entrepreneur experiences of HRPs.  

scholarly journals Participative Practices and In-Role Performance in the Korean Local Government: Focusing on an Individual`s Perceptions of Human Resource Development Practices

2012 ◽  
Vol 27 (2) ◽  
pp. 43-65
Author(s):  
Cho Tae Jun ◽  
Faerman Sue R ◽  
Yoon Su Jae
Keyword(s):  
Career Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Resource Development ◽  
Equation Modeling ◽  
Role Performance ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship

Considering inconsistent results in the extant literature regarding whether participative practices improve performance, we focused on the mediating roles of an individual`s perception of human resource development practices, including training and career development, on the relationship between the two constructs. We began by examining the validity of the constructs under the study. Next, using structural equation modeling, we found that an individual`s perception of career development fully mediates the relationships between the two participative practices, including participation and empowerment, and in-role performance. In addition, the findings indicated that individuals` perception of training fully mediates the relationship between empowerment and performance, but failed to play a mediating role on the relationship between participation and performance.

Assessing the mediating effect of leadership capabilities on the relationship between organisational resilience and organisational performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Afzal Izzaz Zahari ◽  
Norhayati Mohamed ◽  
Jamaliah Said ◽  
Fauziah Yusof
Keyword(s):  
Dynamic Capabilities ◽  
Higher Learning ◽  
Mediating Effect ◽  
Organisational Performance ◽  
Content Type ◽  
Mediating Role ◽  
Learning Institutions ◽  
The Relationship ◽  
Practical Implications

PurposeThe COVID-19 pandemic had brought drastic economic, social and technological changes in society. The drastic changes and uncertainty in the environment had forced various industries to evolve effectively to cope with the unexpected change and subsequently bounce back to regain business success. For instance, private higher learning institutions face steep challenges due to the shortfall of organisational capabilities. The study aims to examine the role of leadership capabilities and organisational resilience in regaining organisational success among higher private learning institutions in Malaysia.Design/methodology/approachAccording to the dynamic capabilities theory, organisational resilience and leadership capabilities are among the highest order of indicators for organisational success. Subsequently, this study examines the mediating role of leadership capabilities on the relationship between organisational resilience on organisational performance. The dynamic capabilities-based framework was tested using the structural equation modelling technique with the use of partial least squares approach. Data were analysed using 120 responses.FindingsBased on the 120-questionnaire survey received, this study found that organisational resilience and leadership capabilities contribute significantly to the performance of private higher learning institutions. In addition, this study found strong support for the mediating role of leadership capabilities to promote performance. The findings have both theoretical and practical implications for post-disaster organisation resilience development.Research limitations/implicationsThe work focuses on values that would have an impact towards organisational performance, which is an important factor of survival in an unpredictable environment. The findings are limited by the indicated constraints used in this study.Practical implicationsOrganisational survival techniques would provide managers, owners and leaders effective techniques that can be implemented to extend and improve the organisation's life cycle. The focus on organisational resilience and leadership factors would greatly improve the overall sustainability and performance of the organisation.Originality/valueThe study contributed by showing the importance, use and interaction needed from organisational resilience and leadership capabilities for them to survive when there is a sudden change in the environment. The timing and uniqueness of the data during the pandemic illustrates how organisations can survive with high levels of weightage towards resilience and leadership. This research is different from other studies as it had examined the impact of values and resilience and leadership in organisations.

Sign in / Sign up

Export Citation Format

Share Document