Perceptions of responsible human resources management and credibility of the Public Administration: the mediating role of service quality and satisfaction

2014 ◽  
Author(s):  
José Luis Vázquez Burguete ◽  
Ana Lanero Carrizo ◽  
María Purificación García Miguélez
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Total Sample ◽  
Structural Equations ◽  
Survey Study ◽  
Resources Management ◽  
The Public ◽  
Mediating Role

This study extends previous literature on corporate social responsibility (CSR) in private firms and consumer behavior to set a model of citizen perceptions of responsible human resources management (HRM) in the public administration. Particularly, the main goal of the paper is to analyse the effect of perceived internal responsibility on credibility, by considering the mediating role of quality of service and satisfaction. A survey study was conducted with a total sample of 660 Spanish citizens. Structural equations modelling with PLS (Partial Least Squares) was used to test the overall fit of the model. In sum, results provided support for all the relations hypothesised. Findings and their implications are described.

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.

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 The mediating role of wellbeing in the effect of human resources management on performance

2020 ◽  
pp. 19-44
Author(s):  
Fernando J. Garrigós Simón ◽  
Esther Pagán Castaño ◽  
Javier Sánchez García
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Structural Equations ◽  
Mediating Effect ◽  
Psychological Wellbeing ◽  
Educational Performance ◽  
Emotional Symptoms ◽  
Resources Management ◽  
Mediating Role ◽  
Physical Wellbeing

Aims:The objective of this study is to build a scale of the wellbeing of teachers in education centres. In addition, it examines the incidence of human resources management on educational performance, both directly and through the mediating effect of the wellbeing of teachers in terms of both the psychological and the physical. Methodology: The study uses the methodology of structural equations, and a sample of 315 questionnaires for teachers working in secondary education. Results: This study corroborates the significant effect of human resources management on educational performance. The relationship was observed both directly and through the mediating effect achieved when improving psychological wellbeing. Although human resources management reduces physical wellbeing, we did not observe any direct relationship between this physical wellbeing and a reduction in performance. Limitations: The study is intended as an exploratory analysis of these relationships. Consideration of a larger sample, or its extension to other areas, could further support our results. Practical implications: These results imply the need for improvement in human resources policies in schools, especially positive policies linked to improving the psychological wellbeing of teachers. Thus, better management of human resources produces an improvement in both the wellbeing of teachers (their satisfaction, their happiness and their relationship with students) and also educational performance. Furthermore, this management process has a significant effect on reducing discomfort (negative emotions, emotional symptoms, and negative physical states).

scholarly journals CHARACTERISTICS OF HUMAN RESOURCES MANAGEMENT MODEL IN PUBLIC ADMINISTRATION OF REPUBLIC OF SERBIA: CONTEMPORARY TRENDS AND CHALLENGES

2019 ◽  
pp. 033
Author(s):  
Igor Vukonjanski
Keyword(s):  
Public Sector ◽  
Human Resources ◽  
Public Administration ◽  
Central Government ◽  
Transition Period ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
Public Servant ◽  
The Status

Human resources management in the public administration of the Republic of Serbia is a combined model of good practices from the European administrative area and the remaining stereotypes from pre-transition period. Introduction of the public servant system with all features of contemporary public servant related legislation was a necessity that accompanied overall reform of the public administration in Serbia. The process of introducing human resources management function in the Serbian public administration has been encumbered with application of two different legal models that define the status of public servants: public servant related legislation is applied to employees in executive branches of the central government (ministries, government departments and offices), and the status of employees in city and municipal administrations is stipulated in obsolete laws, adopted over 20 years ago. It should be noted that employees in public sector are still prone to old habits in their work, which altogether reduces successful reforms in this area. This paper provides a description of the current state of affairs and opens certain questions: whether the modern human resources (HR) management in Serbia’s public sector is understood and accepted in the right way; and whether it is possible, by means of applying specific methods, to strengthen awareness of public employees concerning their actual position and responsibility to establish a new public administration, adjusted to the citizens’ needs, requirements and expectations. Relying on a decade-long personal engagement in this field, the author analyzes the current circumstances and provides critical remarks and recommendations.

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