scholarly journals HR PROFESSIONALS’ EFFECTIVENESS AND COMPETENCIES: A PERCEPTUAL STUDY IN THE BANKING SECTOR OF PAKISTAN

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Aqeel Ahmad ◽  
Abdul Rashid Kausar ◽  
Sarwar M. Azhar
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Banking Sector ◽  
Negative Impact ◽  
Using Data ◽  
The Relationship

This study examines the human resource (HR) Professionals’ Effectiveness through the lensof HR Professionals’ Competencies and HR Professionals’ Willingness. The Human ResourceCompetency Study model is used in this research, which is modified to include ‘Willingness’as an important competency. Impact of HR Professionals’ Social (HRSC), HR Professionals’Technical Competencies (HRTC) and HR Professionals’ Willingness (HRPW) on HRProfessionals’ Effectiveness is measured. The study is undertaken using data drawn from theline managers of the largest bank among the privatized banks of Pakistan. It is hypothesizedthat all HR Professionals’ Competencies are equally and strongly related to HR Professionals’Effectiveness which is theoretically associated with organizational performance. The analysisreveals that the HR Professionals’ Competencies have a significant high correlation with HRProfessionals’ Effectiveness. However, this relationship is stronger for HRSC than HRTC orHRPW and within the sub constructs ‘Credible Activist’ has the stronger relationship contraryto our expectations. It is also concluded that the HR professionals’ of the bank are lackingthe competencies and hence have a negative impact on their effectiveness in the bankingsector of Pakistan. Keeping in mind the relationship between HR Professionals’ Effectivenessand organizational performance, the need to enhance HR Professionals’ Competencies ishighlighted.Keywords: HR Professionals’ Competencies; HR Professionals’ Effectiveness; Willingness;Bank.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

The Relationship Between Human Resource Management Practices, Knowledge Management Practices, and Performance: Evidence from the Healthcare Industry in India

2021 ◽  
pp. 097215092110372
Author(s):  
Satyanarayana Parayitam ◽  
Shaik Mohamed Naina ◽  
Timothy Shea ◽  
Abdul Hameed Syed Mohideen ◽  
Alex Aruldoss
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Practices ◽  
Training And Development ◽  
Learning Culture ◽  
Hrm Practices ◽  
The Relationship

The objective of the present study is to examine the impact of human resource management (HRM) practices on organizational performance. Knowledge management (KM) practices as a moderator in the relationship between HRM practices and organizational performance are studied by developing a conceptual model. Using a structured survey instrument, the data were collected from 979 employees from 10 hospitals in the southern part of India (Tiruchirappalli District of Tamil Nadu). After thoroughly checking the instrument’s measurement properties using the LISREL, hierarchical regression was performed to test the hypotheses. The results support (a) compensation and rewards, performance appraisal and learning culture that are positively and significantly related to organizational performance; (b) recruitment and selection, training and development that are not significantly related to organizational performance; and (c) KM practices that moderate the relationship between (a) training and development and organizational performance, and (b) learning culture and organizational performance. Finally, the implications for HRM and KM are discussed.

scholarly journals The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria

2018 ◽  
Vol 8 (1) ◽  
pp. 217
Author(s):  
Choi Sang Long ◽  
Goh Chin Fei ◽  
Uti Charles Amechi ◽  
Tan Owee Kowang
Keyword(s):  
Organizational Performance ◽  
Role Model ◽  
Banking Sector ◽  
Quantitative Approach ◽  
South West ◽  
Hr Role ◽  
The Relationship ◽  
Hr Competencies

This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to organizational performance.

High Commitment Work Systems in Chinese Organizations: A Preliminary Measure

2006 ◽  
Vol 2 (3) ◽  
pp. 403-422 ◽  
Author(s):  
Zhixing Xiao ◽  
Ingmar Björkman
Keyword(s):  
Information Technology ◽  
Construct Validity ◽  
Organizational Performance ◽  
Human Resource ◽  
It Industry ◽  
The West ◽  
Work Systems ◽  
Work System ◽  
Definition Of ◽  
The Relationship

The concept of a high commitment work system (HCWS) has mostly been used in the West to study the relationship between a firm's work systems and organizational performance. In this paper, we introduce a preliminary measure of HCWS in China based on the definition of Baron and Kreps (1999). In study 1, we tested the measure by surveying 442 employees in China's information technology (IT) industry. In study 2, we re-tested the same measure from the perspective of human resource (HR) executives in 126 foreign-invested companies. The analyses not only provided some evidence for the construct validity of this preliminary measure of a high commitment work system, but also produced some interesting results that can only be understood with regards to the history and institutional backgrounds of Chinese organizations.

Exploring relationships among ethical climate types and organizational commitment

2017 ◽  
Vol 9 (1) ◽  
pp. 20-40 ◽  
Author(s):  
Japneet Kaur
Keyword(s):  
Organizational Commitment ◽  
Employee Turnover ◽  
Ethical Climate ◽  
Banking Sector ◽  
Banking Industry ◽  
Negative Impact ◽  
Predictive Ability ◽  
Content Type ◽  
The Relationship ◽  
Three Components

Purpose Indian banking sector is facing a number of challenges, and increasing number of corporate frauds and employee turnover are among the top list. Literature reveals that gaining insights about ethical climate may provide a possible solution and relief from the challenges being faced. This paper aims to contribute to the understanding of the prevalent various ethical climate types in the Indian banking industry. Furthermore, it presents interesting results by investigating the effect of five theorized ethical climate types on organizational commitment along with its three components in the banking sector. Design/methodology/approach This empirical research encompasses a descriptive research design. Sample uses 266 respondents from four prime banks of the Indian banking industry. Findings Statistical analyses unveiled that all five conceptualized ethical climate types are prevalent in the Indian banking industry. However, the perception of employees for caring climate was the highest among all others. In contrast to the results reported by Western studies, this research reveals a strong negative impact of instrumental climate on affective commitment. Furthermore, it has been seen that instrumental climate is a significant predictor for the three components of commitment (affective, continuance and normative). However, it fails to predict the overall organizational commitment construct. Likewise, opposed to findings of Western countries, law and code, rules and independent climate types have shown significant relationship and impact on organizational commitment for Indian banking sector employees. It has been found that different commitment components are predicted by a diverse mix of climate types in India. Practical implications Findings highlight varying strength of relationship and predictive ability of different ethical climate types with commitment. This helps in elucidating that managers and top executives should focus on building an ethical work environment to warrant high-level commitment among employees. Congruence between employee, manager and organizations’ perception of ethics is a pre-requisite for maintaining a long-term relationship among the parties. This study will enable understanding the role of ethical climate in reducing corporate frauds and employee turnover. Originality/value This research addresses a significant gap in literature by exploring the relationship between ethical climate and organizational commitment. The study uses data from the Indian banking industry which contributes to expanding knowledge of the relationship in the Indian context.

The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance

2015 ◽  
Vol 36 (7) ◽  
pp. 1012-1033 ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Psychological Contracts ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of human resource management (HRM) systems (expressed by content, process and climate) on organizational performance through the mediating role of psychological contracts (expressed by employer and employee promises fulfilment). Design/methodology/approach – The study examines theoretical relationships in the Greek context, based on structural equation modelling (SEM) estimation, using a sample of employees from both private and public sector organizations. Findings – The study finds that the impact of HRM content on organizational performance is less strong compared to its impact through HRM process. Additionally, the study finds that psychological contract partially and positively mediates the HRM – performance relationship, where the impact of HRM on organizational performance through employee promises fulfilment is stronger than that through employer promises fulfilment. Research limitations/implications – The study does not allow for appropriately investigating dynamic causal inferences due to the cross-sectional nature of data. Additionally, considering that Greece is experiencing a severe economic and financial crisis, the findings from this unique context may not generalize across borders. Practical implications – For improving organizational performance, managers and decision makers should make their HRM systems more visible, understandable, legitimate and relevant. At the same time they should make HRM systems more instrumental, valid and consistent of HR messages. Originality/value – Investigations into the relationship between HRM systems and organizational performance have become increasingly common. Nevertheless, empirical studies that measure the influence of HRM systems, which integrate both content and process, on organizational performance are still rare. This paper partially fills this gap.

scholarly journals Work–life programmes and organisational outcomes: the role of the human resource system

2019 ◽  
Vol 49 (2) ◽  
pp. 516-536 ◽  
Author(s):  
Kohinur Akter ◽  
Muhammad Ali ◽  
Artemis Chang
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Work Life ◽  
Moderating Effect ◽  
Organisational Performance ◽  
Content Type ◽  
Using Data ◽  
The Relationship ◽  
Hr Systems

Purpose Empirical findings on the link between work–life programmes and organisational performance have been inconsistent, demanding further investigation of contextual factors. The paper aims to discuss this issue. Design/methodology/approach This study uses social exchange theory, strategic human resource (HR) management theory and stakeholder theory to examine the relationship between work–life programmes and organisational outcomes, using three performance measures: perceived organisational performance, financial performance and corporate social responsibility (CSR). It also investigates the moderating effect of HR systems on the work–life programmes–performance relationship. The hypotheses were tested in 192 organisations in Australia, using data from an HR manager survey and archival databases. Findings The findings support the hypotheses that work–life programmes are positively associated with all three measures of performance. The results partially support the moderating effect of HR systems on the relationship between work–life programmes and perceived organisational performance. Originality/value This study provides pioneering evidence for the moderating effect of HR system on the work–life programme–performance relationship. It also includes the rarely studied CSR as an outcome of work–life programmes.

scholarly journals Religious Heterogamy and the Intergenerational Transmission of Religion: A Cross-National Analysis

Religions ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 109 ◽  
Author(s):  
Brian McPhail
Keyword(s):  
Fixed Effects ◽  
Negative Impact ◽  
National Level ◽  
Religious Attendance ◽  
Social Survey ◽  
Using Data ◽  
Fixed Effects Regression ◽  
National Analysis ◽  
The Relationship ◽  
Cross National

This study examines the effect of religious heterogamy on the transmission of religion from one generation to the next. Using data from 37 countries in the 2008 Religion III Module of the International Social Survey Programme (ISSP), I conduct a cross-national analysis of the relationship between parents’ religious heterogamy and their adult childrens’ religious lives. By estimating fixed effects regression models, I adjust for national-level confounders to examine patterns of association between having interreligious parents during childhood and level of adult religiosity as measured by self-rated religiousness, belief in God, and frequencies of religious attendance and prayer. The results indicate that having religiously heterogamous parents or parents with dissimilar religious attendance patterns are both associated with lower overall religiosity in respondents. Parents’ religious attendance, however, mediates the relationship when each parent has a different religion. Having one unaffiliated parent is associated with lower religiosity regardless of parents’ levels of religious attendance. The negative impact of parents’ religious heterogamy on religious inheritance is independent of national-level factors and has implications for anticipating changes in the religious landscapes of societies characterized by religious diversity and growing numbers of interreligious marriages.

The Relationship between Human Resource Empowerment and Organizational Performance in Football Clubs

2010 ◽  
Vol 4 ◽  
pp. 20-39
Author(s):  
Alkistis Papaioannou ◽  
Thanos Kriemadis ◽  
Panagiotis Alexopoulos ◽  
Ourania Vrondou ◽  
Nikos Kartakoullis
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Football Clubs ◽  
The Relationship
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