scholarly journals Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work

2021 ◽  
Vol 13 (16) ◽  
pp. 8803
Author(s):  
Francesco Pace ◽  
Emanuela Ingusci ◽  
Fulvio Signore ◽  
Giulia Sciotto
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Structural Model ◽  
Structural Equation Models ◽  
Human Resources Management ◽  
Fit Indices ◽  
Beneficial Effects ◽  
Hrm Practices ◽  
Learning At Work ◽  
Role Behaviors

Human Resource Management (HRM) processes are considered the beating heart of any successful organization. Recently, several studies have highlighted how organizations can use commitment-oriented HR practices to generate organizational and individual effectiveness. The aim of this study was to verify whether the perception of HRM practices could be able to elicit extra-role behaviors and, at the same time, whether this relationship could be mediated by employability and learning conditions. The analyses were carried out on a sample of 1219 Italian workers using Structural Equation Models. The structural model yielded good fit indices and the results showed a significant and positive effect of the perception of HRM practices on both employability and learning. However, the perception of HRM practices is not directly associated with extra-role behaviors, but only through the effect of both mediators (full mediation). Practical implications about the importance of creating working conditions that are adequately oriented to the development of individual skills in order to produce indirect beneficial effects on the organization are discussed.

scholarly journals Institutional Pressures and Isomorphism

2016 ◽  
Vol 19 (4) ◽  
pp. 435-460 ◽  
Author(s):  
Jeremy G. Carter
Keyword(s):  
Structural Equation ◽  
Structural Model ◽  
Structural Equation Models ◽  
Weighted Least Squares ◽  
Future Research ◽  
Institutional Pressures ◽  
Fit Indices ◽  
Weighted Least Squares Estimation ◽  
Integral Role ◽  
Free Function

Previous research employing an institutional theoretical framework posits environmental factors play an integral role in the adoption of police practices. The present study applies this framework to examine the adoption of intelligence-led policing (ILP). Data from a purposive sample of national intelligence personnel from 254 agencies are used to employ both a measurement and structural model to explain ILP adoption. Weighted least squares estimation is employed through an asymptotic distribution free function to estimate the measurement and structural equation models. Models exhibit good fit indices, while institutional pressures, among others, had a significant and positive effect on ILP adoption. Findings support the role of institutional pressures in the diffusion of police practice. Implications for future research and policy are discussed.

scholarly journals The impact of human resource management practices on employee performance and the mediating role of employee commitment

2021 ◽  
Vol 10 (4, special issue) ◽  
pp. 222-234
Author(s):  
Shatha Mahfouz ◽  
Ayu Suriawaty Bahkia ◽  
Noryati Alias
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship

Employees represent the essential assets of any organization. The best organizations oversee human capital in the most efficient and effective way (Nethmini & Ismail, 2019). Blau (2017) highlighted the relevance between human resources management (HRM) practices and the employees’ success at work through enhanced inspiration and commitment. Hence, employee commitment cannot be overlooked as the degree of employee commitment can decide employee performance (Ahmad, 2014). This paper aims to explore the significance of employee commitment as a mediator in the relationship between HRM practices and employee performance. The target population is employees in the construction industry in Jordan. The respondents were selected utilizing a simple random sampling method. The data was gathered through a self-administered questionnaire and analyzed utilizing structural equation modeling (SEM) in IBM SPSS AMOS 24.0. The researcher obtained an aggregate of 297 usable and completed questionnaires. The study found that: 1) HRM practices have significant effects on employee performance, 2) employee commitment has significant effects on employee performance, 3) HRM practices have significant effects on employee commitment, and more importantly, and 4) employee commitment partially mediates the relationship between HRM practices and employee performance. The implications of the study are also examined.

A Cautionary Note on Incremental Fit Indices Reported by LISREL

Methodology ◽  
2005 ◽  
Vol 1 (2) ◽  
pp. 81-85 ◽  
Author(s):  
Stefan C. Schmukle ◽  
Jochen Hardt
Keyword(s):  
Factor Analysis ◽  
Maximum Likelihood ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Null Model ◽  
Likelihood Estimation ◽  
Parameter Estimates ◽  
Fit Indices ◽  
Cautionary Note ◽  
Confirmatory Factor

Abstract. Incremental fit indices (IFIs) are regularly used when assessing the fit of structural equation models. IFIs are based on the comparison of the fit of a target model with that of a null model. For maximum-likelihood estimation, IFIs are usually computed by using the χ2 statistics of the maximum-likelihood fitting function (ML-χ2). However, LISREL recently changed the computation of IFIs. Since version 8.52, IFIs reported by LISREL are based on the χ2 statistics of the reweighted least squares fitting function (RLS-χ2). Although both functions lead to the same maximum-likelihood parameter estimates, the two χ2 statistics reach different values. Because these differences are especially large for null models, IFIs are affected in particular. Consequently, RLS-χ2 based IFIs in combination with conventional cut-off values explored for ML-χ2 based IFIs may lead to a wrong acceptance of models. We demonstrate this point by a confirmatory factor analysis in a sample of 2449 subjects.

Forced Zero Cross-Loading Misspecifications in Measurement Component of Structural Equation Models

Methodology ◽  
2014 ◽  
Vol 10 (4) ◽  
pp. 138-152 ◽  
Author(s):  
Hsien-Yuan Hsu ◽  
Susan Troncoso Skidmore ◽  
Yan Li ◽  
Bruce Thompson
Keyword(s):  
Structural Equation ◽  
Structural Model ◽  
Structural Equation Models ◽  
Equation Model ◽  
Model Fit ◽  
Model Specification ◽  
Simulation Design ◽  
Measurement Models ◽  
Fit Statistics ◽  
Path Coefficients

The purpose of the present paper was to evaluate the effect of constraining near-zero parameter cross-loadings to zero in the measurement component of a structural equation model. A Monte Carlo 3 × 5 × 2 simulation design was conducted (i.e., sample sizes of 200, 600, and 1,000; parameter cross-loadings of 0.07, 0.10, 0.13, 0.16, and 0.19 misspecified to be zero; and parameter path coefficients in the structural model of either 0.50 or 0.70). Results indicated that factor pattern coefficients and factor covariances were overestimated in measurement models when near-zero parameter cross-loadings constrained to zero were higher than 0.13 in the population. Moreover, the path coefficients between factors were misestimated when the near-zero parameter cross-loadings constrained to zero were noteworthy. Our results add to the literature detailing the importance of testing individual model specification decisions, and not simply evaluating omnibus model fit statistics.

The Role of Awareness in Designing Human Resources Management Practices in Family Firms

2022 ◽  
pp. 1017-1053
Author(s):  
Giulia Flamini ◽  
Luca Gnan
Keyword(s):  
Human Resources ◽  
Family Firms ◽  
Management Practices ◽  
Human Resources Management ◽  
External Environment ◽  
Organizational Factors ◽  
Two Dimensions ◽  
Hrm Practices ◽  
Implicit Coordination

The chapter aims to develop a theoretical configurational model of HRM practices for family firms based on the construct of awareness. The typology of ideal HRM practices configurations the authors developed grounds on are 1) two organizational factors (awareness of the internal and external environment and organizational awareness) and 2) two dimensions of organizational awareness (the need for explicit and implicit coordination mechanisms). The first dimension refers to the need for mechanisms explicitly adopted by a family firm to manage task or communication interdependencies. The second one relates to those requirements for mechanisms that are available to family firms from shared cognition, which enable them to explain and anticipate task statuses and individuals' collaborative behaviors, thus helping them in managing task interdependencies. The authors combined these results in four configurations of HRM practices (administrative, shared, professional, and integrated configurations) and developed seven propositions.

scholarly journals Common Factors Underlying the Five Facets of Mindfulness and Proposed Mechanisms: a Psychometric Study Among Meditators and Non-meditators

Mindfulness ◽  
2020 ◽  
Vol 11 (12) ◽  
pp. 2804-2817
Author(s):  
Kathrin Bednar ◽  
Martin Voracek ◽  
Ulrich S. Tran
Keyword(s):  
Structural Equation ◽  
Structural Equation Models ◽  
Psychological Symptoms ◽  
Common Factors ◽  
Five Facet Mindfulness Questionnaire ◽  
Beneficial Effects ◽  
Path Analyses ◽  
The Common ◽  
Meditation Experience ◽  
Mindfulness Facets

Abstract Objectives This study investigated whether common factors underlie the established mindfulness facets, as assessed by the Five Facet Mindfulness Questionnaire (FFMQ) and some of the mechanisms, which have been previously proposed to explain the beneficial effects of mindfulness on mental health. Methods Multigroup exploratory structural equation models (ESEM) were fitted to samples of non-meditators and meditators (total N = 3265) to (1) identify the number of factors that underlie the facets and mechanisms of mindfulness, (2) establish measurement invariance, and (3) conduct path analyses to determine the associations of extracted factors with psychological symptoms. Results Five measurement-invariant common factors were found to underlie the mechanisms and facets of mindfulness. The FFMQ facets loaded distinctly, but none of them highest, on these common factors. The common factors represented different ways of focusing, dealing with distress, and relating towards one’s own thoughts, feelings, emotions, and body sensations. Three of the common factors appeared to specifically reflect meditation experience. The FFMQ facets accounted for less variance of depression, anxiety, somatization, and stress scores than marker scales of the five common factors, all of which derived from the proposed mechanisms. Conclusions The common factors appear to be elements of the supporting mechanisms and psychological faculties of mindfulness. Their existence may explain the mutual interrelations between mechanisms and self-reported mindfulness but also suggests that self-reported mindfulness may not be factorially distinct from its assumed mechanisms. Longitudinal studies as well as behavioral data are needed to probe the generalizability and causality of these psychometric results.

HRM practices and the multifaceted nature of organization performance

2018 ◽  
Vol 13 (3) ◽  
pp. 315-334 ◽  
Author(s):  
Abdallah Taamneh ◽  
Abdallah Khalaf Alsaad ◽  
Hamzah Elrehail
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Performance Measurement System ◽  
Organization Performance ◽  
Data Set ◽  
Content Type ◽  
Hrm Practices ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of human resource management (HRM) practices on the performance of Jordanian banks as determined by using the balanced scorecard (BSC) performance measurement system and by testing the effect of organizational citizenship behavior (OCB) as a possible mediator variable. Design/methodology/approach A questionnaire was used to collect data from the study sample, which consisted of 230 managers working in various banks across Jordan. The study hypotheses were then tested using SPSS and AMOS software by applying structural equation models (SEMs). Findings The data set revealed that the use of HRM practices had a significant impact on both employee OCB and bank performance in all the four dimensions of the BSC (financial, customer satisfaction, internal processes, learning and growth). In addition, OCB was found to have a positive significant impact on organizational performance. Moreover, results indicated that OCB partially mediates the relationship between HRM practices and organizational performance. Originality/value The authors examine the impact HRM practices on the organization performance through the mediation role of OCB. The results obtained from this study extend the existing literature by providing evidences from non-western country such as Jordan. Based on the findings, the theoretical and practical implications of the study as well as limitations and suggestions for future studies are also discussed.

Evaluating Structural Equation Models with Unobservable Variables and Measurement Error

1981 ◽  
Vol 18 (1) ◽  
pp. 39-50 ◽  
Author(s):  
Claes Fornell ◽  
David F. Larcker
Keyword(s):  
Measurement Error ◽  
Sample Size ◽  
Structural Equation ◽  
Structural Model ◽  
Structural Equation Models ◽  
Statistical Tests ◽  
Explanatory Power ◽  
Measurement Model ◽  
Measurement Properties ◽  
Chi Square

The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.

scholarly journals Modelling the Process to Access the Spanish Public University System Based on Structural Equation Models

2020 ◽  
Vol 25 (2) ◽  
pp. 31
Author(s):  
Antonio Hervás ◽  
Pedro Pablo Soriano ◽  
Joan Guàrdia i Olmos ◽  
Maribel Peró ◽  
Roberto Capilla ◽  
...  
Keyword(s):  
Structural Equation ◽  
Structural Model ◽  
Structural Equation Models ◽  
Supply And Demand ◽  
Public University ◽  
Equation Model ◽  
General View ◽  
Strategic Decisions ◽  
University System ◽  
University Leaders

Currently, one of the challenges of universities is attracting talent in students, researchers, and teachers. The transition from high school to college requires a student to take a succession of decisions that will shape their future. For this reason, knowledge of the motivations of the students, their family, and their personal environment, to choose a particular degree and/or university to pursue their higher studies, would allow universities to efficiently adjust their recruitment strategies. In this article, a study was developed based on a structural equation model of the access to the Spanish Public University System (SUPE), which can help with supply and demand problems, recruitment actions and policies, and other strategic decisions. This was done through an extensive survey of first-year students of Spanish universities. The results allowed us to obtain the parameters of the model, which showed that the fit between the model and the data obtained were excellent at a global level and acceptable as well in all knowledge areas. The objective of the structural model was to provide a general view of the behavior of the students when deciding the degree and university in which they are going to study, and can help in the decision making of university leaders and to understand some behaviors of the Spanish Public University System.

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