Investigation of the Effects on Organizational Trust and Job Satisfaction of Human Resources Management Practices: A Investigation in Afyonkarahisar

The purpose of this research is to propose a model which organizational citizenship behavior and job performance mediate the influence of job satifaction and human resources management practices toward service quality at Grand Sahid Jaya Jakarta. The conceptual framework consists of the following constructs : job satisfaction, human resources management practices, organizational citizenship behavior, job performance, and service quality. Moreover, four hypotheses were developed and tested. Instrument test of validity and reliability were used to test the validity of the measures, while multiple regression from Statistical Package for Social Science (SPSS) was used in hypotheses testing. Data were collected from Grand Sahid Jaya employee, Jakarta. The objectives of this research is to analyze the job satisfaction influence organizational citizenship behavior at Grand Sahid Jaya Jakarta, analyze the human resources practices toward organizational citizenship behavior, analyze the organizational citizenship behavior influence job performance and analyze job performance influence service quality at Grand Sahid Jaya Jakarta The result indicate that all hypothesis was supported, indicated that job satisfaction have significant influence toward organizational citizenship behavior, human resources practices have significant influence toward organizational citizenship behavior, organizational citizenship behavior have significant influence toward job performance and job performance have significant influence toward service quality Keywords : Service quality, organizational citizenship behavior, job performance, job satisfaction, human resources management practices,

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Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v2i2.220 ◽

2011 ◽

Vol 2 (2) ◽

pp. 41-49 ◽

Cited By ~ 38

Author(s):

Hamdia Mudor

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Conceptual Framework ◽

Human Resource ◽

Management Practices ◽

Human Resources Management ◽

The Other ◽

Resources Management ◽

Human Resource Management Practices ◽

The Relationship

This paper attempts to propose a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, and to explain the relationships among these variables. Job satisfaction played an important role to employeesâ€™ turnover because it would lead employee resigned when their job satisfaction is low. The results indicate HRM practice a positively and significantly correlated with job satisfaction. On the other hand HRM practice and job satisfaction are negatively and significantly correlated with turnover. However, the results of HRM practice and job satisfaction are strong predictors of turnover.

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BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

Business And Management Studies An International Journal ◽

10.15295/bmij.v1i1.3 ◽

2013 ◽

Vol 1 (1) ◽

pp. 83

Author(s):

Ozan Büyükyılmaz

Keyword(s):

Knowledge Management ◽

Human Resources ◽

Performance Management ◽

Management Practices ◽

Human Resources Management ◽

Management Strategies ◽

Resources Management ◽

Management Philosophy ◽

Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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The Impact Of Selective Human Resources Management Practices On The Employee’s Competences At Jordanian Private Universities:, Case Study On Applied Science, Philadelphia, And Al-Zaytoneh Universities

10.33976/1444-027-001-011 ◽

2019 ◽

pp. 20

Author(s):

Abdallah Shibli Alshibli

Keyword(s):

Human Resources ◽

Management Practices ◽

Human Resources Management ◽

Private Universities ◽

Applied Science ◽

Resources Management ◽

The Impact

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The Impact of Human Resources Management Practices

SSRN Electronic Journal ◽

10.2139/ssrn.3084946 ◽

2017 ◽

Author(s):

Sonia Ramos-Torres

Keyword(s):

Human Resources ◽

Management Practices ◽

Human Resources Management ◽

Resources Management ◽

The Impact

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Corporate Practices of Green Human Resources Management

Foresight and STI Governance ◽

10.17323/2500-2597.2021.1.97.105 ◽

2021 ◽

Vol 15 (1) ◽

pp. 97-105

Author(s):

Ardeshir Bazrkar ◽

◽

Ali Moshiripour ◽

Keyword(s):

Human Resources ◽

Environmental Performance ◽

Management Practices ◽

Oil And Gas ◽

Human Resources Management ◽

Environmental Knowledge ◽

Effective Measure ◽

Resources Management ◽

Green Education ◽

Education And Development

Green education and development has a great impact upon improving the environmental performance of companies. Using the example of Iranian small and medium-sized oil and gas enterprises, the article evaluates the practices’ effect on environmental performance. The survey covered 386 employees from 30 companies. The most common measures of green human resources management were analyzed. All these practices have a positive and significant effect on the environmental performance of companies. The action of green education and development was introduced as the most effective measure. The results also demonstrated that four practices of green human resources management have a positive and significant impact upon performance due to environmental knowledge. Companies can use the findings of this research in implementing the green human resources management practices and continuous improvement of the environmental performance.

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Human Resources Management in Social Entrepreneurship

10.4018/978-1-6684-3873-2.ch078 ◽

2022 ◽

pp. 1524-1548

Author(s):

Burcu Kümbül Güler

Keyword(s):

Human Resources ◽

Performance Management ◽

Social Entrepreneurship ◽

Management Practices ◽

Human Resources Management ◽

Social Economy ◽

Management Training ◽

Social Enterprises ◽

Resources Management ◽

And Performance

With the rise of social entrepreneurship, social enterprises have gained popularity as socially innovative organizations which try to balance their economic and social missions. In the competitive environment of social economy, good management and investment in human resources have become requirements of social enterprises for their survival. Among the management practices, human resources management acts as a tool for gaining competitive advantage and it builds mutual trust between the staff and the organization. Emphasizing the significance and challenges of human resources management, this chapter explains human resources main practices—recruitment, career management, training, and compensation and performance management—in social entrepreneurship.

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