scholarly journals MEASURING HUMAN RESOURCE ATTITUDE USING ORGANISATIONAL THEORY OF RELATIONSHIP: THE WAY FORWARD

2021 ◽  
Vol 28 ◽  
Author(s):  
Munir Hussain ◽  
Shujaat Mubarik
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Interpersonal Relationships ◽  
Structural Equation ◽  
Measurement Model ◽  
Stage Model ◽  
Organisational Theory ◽  
Equation Modelling ◽  
Organisational Structures ◽  
Insight Into

This paper argues that classical socialisation theories generally discuss the organisational structures rather than the newcomer’s psychology of relationships in any organisation and contributes to the socialisation stage model. In doing so, this research proposes an Organisational Theory of Relationship (OTR) for understanding the relationships of human resources in any organisation in four stages, namely fascination, contention, adaptation and adoration. The four stages have been examined in an empirical setting based on the data collected from 270 participants. Using the structural equation modelling, the measurement model validity was ascertained and several hypotheses were tested. The findings reveal that all employees in any organisation, intentionally or unintentionally, undergo some or all of the four stages. This model can provide a better insight into the organisational socialisation and individualism of its human resource. It also recommends the organisations to adopt the best possible strategies for uplifting employees’ psychological engagement to utilise their full potentials. The findings of the study can help to understand socialisation in relation to interpersonal relationships and provide a foundation for making   socialisation in the organisation better.  

Statistical Methods in Human Resource Research: Dearth or Diversity? Evidence from Published Literature

2020 ◽  
Vol 16 (3) ◽  
pp. 238-247
Author(s):  
Mbithi Mutua
Keyword(s):  
Human Resource ◽  
Structural Equation ◽  
Data Science ◽  
Graphical Analysis ◽  
Inferential Statistics ◽  
Human Resource Research ◽  
Equation Modelling ◽  
Research Questions ◽  
Study Application ◽  
Resource Research

This article attempts to find out if there is breadth in application of quantitative techniques in published literature within the field of human resource management (HRM). In addition, it investigates the holistic use of specific categories of statistics, and if there are categories that are neglected. The study utilises a combination of research questions and hypotheses. The broad categories of statistics that this study focussed on include descriptive, data science statistics, exploratory graphical, advanced statistics such as structural equation modelling, Bayesian statistics and inferential statistics. It goes further to study application of machine learning statistics in HRM research. Using archival methodology, the article utilises a sample of 120 journal papers to answer formulated research questions and hypotheses. Descriptive statistics, exploratory graphical analysis and inferential statistics are used in the analysis. The findings indicate that there are neglected statistics in HRM research. Overall, most statistical categories are underutilised. HRM journal editors, researchers and practitioners must stock HRM methodological toolbox.

Strategic Human Resource Allocation for an Internal Labor Market

2002 ◽  
pp. 299-310
Author(s):  
Wilfred S.J. Geerlings ◽  
Alexander Verbraeck ◽  
Jon van Beusekom ◽  
Ron P.T. de Groot ◽  
Gino Damen
Keyword(s):  
Resource Allocation ◽  
Labor Market ◽  
Human Resources ◽  
Human Resource ◽  
Manpower Planning ◽  
Strategic Decisions ◽  
Business Objectives ◽  
Forecasting Models ◽  
The Future ◽  
Insight Into

Every organization needs a staff appropriate for its tasks in order to accomplish its business objectives, both now and in the future. To gain insight into the quality and number of staff needed in the future, human resource forecasting models are being used. This chapter addresses the design of a simulation model for human resources forecasting, which is being developed for the Chief of Naval Personnel, Royal Netherlands Navy. The aim is to provide the Director of Naval Manpower Planning with tools that give insight into the effects of strategic decisions on personnel buildup, and the effects of changes in personnel on reaching the organization’s business objectives.

scholarly journals Explicating the South African Psychological Ownership Questionnaire’s confirmatory factor analysis model fit: A Bayesian structural equation modelling approach

2019 ◽  
Vol 45 ◽  
Author(s):  
Pieter Schaap
Keyword(s):  
South African ◽  
Structural Equation ◽  
Measurement Model ◽  
Model Fit ◽  
Psychological Ownership ◽  
Fit Indices ◽  
Chi Square ◽  
Equation Modelling ◽  
Confirmatory Factor ◽  
Global Fit

Orientation: The rigid application of conventional confirmatory factor analysis (CFA) techniques, the overreliance on global model fit indices and the dismissal of the chi-square statistic appear to have an adverse impact on the research of psychological ownership measures.Research purpose: The purpose of this study was to explicate the South African Psychological Ownership Questionnaire’s (SAPOS’s) CFA model fit using the Bayesian structural equation modelling (BSEM) technique.Motivation for the study: The need to conduct this study derived from a renewed awareness of the incorrect use of the chi-square statistic and global fit indices of CFA in social sciences research.Research approach/design and method: The SAPOS measurement model fit was explicated on two study samples consisting, respectively, of 712 and 254 respondents who worked in various organisations in South Africa. A Bayesian approach to CFA was used to evaluate if local model misspecifications were substantive and justified the rejection of the SAPOS model.Main findings: The findings suggested that a rejection of the SAPOS measurement model based on the results of the chi-square statistic and global fit indices would be unrealistic and unfounded in terms of substantive test theory.Practical/managerial implications: BSEM appeared to be a valuable diagnostic tool to pinpoint and evaluate local CFA model misspecifications and their effect on a measurement model.Contribution/value-add: This study showed the importance of considering local misspecifications rather than only relying the chi-square statistic and global fit indices when evaluating model fit.

scholarly journals Determinants of Employees’ Knowledge Sharing Intention through Perspectives of Social Capital, Emotion and Motivation

2016 ◽  
Author(s):  
Canan Nur Karabey ◽  
Isil Karabey
Keyword(s):  
Social Capital ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Measurement Model ◽  
Relational Capital ◽  
Shopping Malls ◽  
Equation Modelling ◽  
Confirmatory Factor

The aim of this study is to investigate the factors that determine employee’s knowledge sharing intention through the perspectives of social capital, emotion and motivation. The impacts of individual factors, namely social capital, enjoyment in and fear for knowledge sharing, sense of belonging and knowledge sharing self-efficacy on employee’s intention to share knowledge with colleagues are examined. In order to test the hypotheses regarding the relationships among aforementioned variables, data were gathered through question forms from 267 employees working at two shopping malls in a province of Turkey. First, confirmatory factor analysis was applied to data on LISREL 8.7 software. Second, the validity of the measurement model was examined and last, anticipated relationships among variables were investigated through path analysis in structural equation modelling. The results stated that fear for sharing knowledge affected intention negatively while enjoyment in sharing knowledge and knowledge sharing self-efficacy affected intention positively. Also, relational capital was not found to impact intention to share knowledge via fear and enjoyment. On the other hand, sense of belonging impacted intention merely through enjoyment in sharing knowledge.

scholarly journals The influence of human resource competency and entrepreneurial characteristics on the performance of small and medium industries

2021 ◽  
Vol 9 (2) ◽  
pp. 153-160
Author(s):  
Rohman Willian ◽  
Husni Hasbullah ◽  
Fitri Widiastuti ◽  
Dahmiri Dahmiri
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Structural Equation ◽  
Food Industry ◽  
Research Model ◽  
Unit Of Analysis ◽  
Equation Modelling ◽  
Entrepreneurial Characteristics ◽  
Scale Range ◽  
Good Scale

The purpose of this study was to describe and analyze the influence of human resources competencies and entrepreneurial characteristics on the performance of the small-medium-sized food industry with the intervening variable of competitive advantage. This research is verification in nature, basically wants to test the truth of a hypothesis which is carried out through data collection in the field. The unit of analysis in this research is the food SMIs (Small and Medium Industries) actors in Jambi Province. The data were obtained through distributing questionnaires to 378 SMIs food entrepreneurs. The data analysis used was quantitative analysis using Structural Equation Modelling (SEM). The analysis results concluded that the respondents' responses to the variables of human resources competence, entrepreneurial characteristics, competitive advantage, and SMIs performance obtained the average number included in the good scale range. The variables of human resources competency, entrepreneurial characteristics, competitive advantage significantly influence the performance of food SMIs in Jambi Province, either partially or simultaneously. Human resources competency and entrepreneurial characteristics variables have a significant indirect effect on SMIs performance through the intervening variable of competitive advantage. The entrepreneurial characteristics variable is the dominant variable affecting the SMIs performance. The research model by adding the competitive advantage variable as an intervening variable resulted in a better effect on the SMIs performance.

scholarly journals The Effect of Green Human Resource Management on Environmental Performance of Red Crescent with Mediating Role of Green Culture Empowering Factors

2020 ◽  
Author(s):  
Alireza Rajabipoor Maybodi ◽  
Leila Andervazh ◽  
Mehdi Mokhtari Payam ◽  
Azin Kayedian ◽  
Mohsen Bardestani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structural Equation ◽  
Mediating Role ◽  
Management Measures ◽  
Green Human Resource Management

Background: Green human resource management refers to activities involving development, implementation, and ongoing maintenance of a system that leads to greening employees of an organization. Human resources’ issues cannot be limited to one area of expertise. As a result, decisions and performance of the personnel officers at all levels affect the organization’s performance. So, this study aimed to investigate the effect of green human resource management on environmental performance of Red Crescent with mediating role of green culture empowering factors. Methods: The present study was applied in purpose and since the structural equation modeling method was used to test the hypotheses, it is considered as a correlation analysis. The statistical population consisted of 440 Red Crescent employees in Khuzestan province. The sample size of the study was determined as 205 using the Jersey and Morgan Table. The participants were selected using simple random sampling method. The data collection tool was a questionnaire and the collected data were analyzed using structural equation test by SPSS 24 and Lisrel 8.5 software. Results: Based on the findings, the green human resource management measures had a positive significant effect on environmental performance and green culture factors with a significant amount of 2.53 and 6.54, respectively. Furthermore, empowerment factors had a positive significant effect on environmental performance with a significant amount of 2.40. In addition, the mediating role of green culture empowerment factors was confirmed in the relationship between green human resource management measures and environmental performance (0.536). Conclusion: Since environmental problems and their effects have a great impact on the performance of Red Crescent employees and on the attitude of domestic and foreign consumers towards domestic products, environmental performance of the Red Crescent should be considered. Moreover, the Red Crescent should use green human resource management to work on the growth and development of green human resources.

scholarly journals Public Perception on Motorcyclist Safety Prevention Methods using Structural Equation Modelling

2019 ◽  
Vol 9 (2) ◽  
pp. 1388-1393
Keyword(s):  
Structural Equation Modelling ◽  
Structural Equation ◽  
Public Perception ◽  
Road Traffic ◽  
Measurement Model ◽  
Validity And Reliability ◽  
The Public ◽  
Measurement Models ◽  
Equation Modelling ◽  
Prevention Methods

Motorcycle-related road accidents are the most frequent cause of road traffic injuries reported in Malaysia. One of the key approaches of the Safe System strategy used internationally to address the road casualty reduction goals and targets for interim and long term planning was by improving the vehicle safety system. In this study, feedback regarding the prevention methods that could help reduce the occurrence of motorcycle accidents was obtained from drivers and motorcyclists. In total, five components of safety prevention methods were established and quantitative data were measured from a set of questionnaires distributed all over Malaysia. The questionnaires were designed to understand the public perception on effective methods to address the current road safety issues. Items in the questionnaire were analysed by Structural Equation Modelling using AMOS 25.0 to enable an informed decision based on the data obtained. The primary objectives of this study are to assess the validity and reliability of the measurement model using structural equation modelling based on the public perception of motorcyclists safety prevention methods. In this study, all the measurement models achieved their validity and reliability at the required level. The fitness index based on CR and AVE values were higher than 0.50, thereby indicating that the measurement model achieved the level of acceptance required. In addition, the constructed variables were statistically significant based on the factor loading values that were greater than 0.6 for each construct.

Hong Kong Employees' Organisational Commitment before the 1997 Transition: Its Trend, Dimensionality and Relationships with other Human Resource Variables

1998 ◽  
Vol 4 (1) ◽  
pp. 26-36 ◽  
Author(s):  
Chi-Sum Wong
Keyword(s):  
Job Satisfaction ◽  
Hong Kong ◽  
Human Resource ◽  
Structural Equation ◽  
Positive Impact ◽  
Intention To Leave ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Perceived Performance ◽  
Equation Modelling

AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.

Strategic Human Resource Forecasting for an Internal Labor Market

2001 ◽  
pp. 273-291
Author(s):  
Wilfred S.J. Geerlings ◽  
Alexander Verbraeck ◽  
Pieter J. Toussaint ◽  
Ron P.T. de Groot
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Human Resource ◽  
Manpower Planning ◽  
Internal Labor Market ◽  
Strategic Decisions ◽  
Business Objectives ◽  
Forecasting Models ◽  
The Future ◽  
Insight Into

Every organization needs a staff appropriate for its tasks in order to accomplish its business objectives, both now and in the future. To gain insight in the quality and number of staff needed in the future, human resource forecasting models are being used. This chapter addresses the design of a simulation model for human resources forecasting, which is being developed for the Chief of Naval Personnel at the Royal Netherlands Navy. The aim is to provide their Director of Naval Manpower Planning with tools that give insight into the effects of strategic decisions on personnel build-up, and the effects of changes in personnel on reaching the organization’s business objectives. This chapter introduces the major aspects of human resource forecasting. After that, the kinds of models that have been developed so far are presented, together with their merits and shortcomings. It is shown that a new way to investigate the future needs of manpower in an organization might be more effective than the current practice. The new models rely heavily on the use of simulation, and actually try to imitate the internal labor market and the external influences.

Pengaruh Lingkungan, Fasilitas, dan Insentif Terhadap Motivasi dan Kinerja Karyawan PT PAL Indonesia Divisi Rekayasa Umum

2017 ◽  
Vol 2 (1) ◽  
Author(s):  
Shintya Vira Istiqfari ◽  
Bambang Syairudin ◽  
M. Yusak Anshori
Keyword(s):  
Human Resources ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Good Strategy ◽  
Performance Variable ◽  
Equation Modelling

PT PAL Indonesia is one of the largest company engaged in the maritime field, the existence of competition at national and international very tight then the company should always have a good strategy in the field of technology and human resources, so in this study focused on the performance of employees in the engineering division general. The study is aim to determine the effect of environment, facilities, incentives and motivation to employees performance in PT PAL Indonesia general engineering division. Using the technique of analysis Structural Equation Modelling (SEM) - Partial Least Square (PLS). The result of this study is performance variable explained by environmental, facilities, incentives and motivation only 64,4%, while 35,6% explained by other variables, significant effect on the environment of motivation with the value of t statistic 3,412, significant effect on environment of performance variable with the value of t statistic 1,97, and significant effect on motivation of performance variable with the value of t statistic 1,82.

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