Reap the resilience, stop wearing the worry: exploring the role of resilience enhancing practices in organizational outcomes

Purpose The purpose of this study is to empirically test the impact of resilience-enhancing human resource practices on job satisfaction and organizational commitment with the mediating role of employee resilience. Design/methodology/approach With a quantitative approach, structural equation modeling was used to test the hypothesis. Data was collected with a survey method from 326 bankers of Pakistan. Data was diagnosed with all reliability and validity tests and significance was tested with bootstrapping. Smart-PLS software was used. Findings Results revealed that there is a partial mediating impact of employee resilience in the relationship of resilience-enhancing human resource practice and job satisfaction. For resilience-enhancing human resource practice and organizational commitment, employee resilience plays a partial mediating role. Research limitations/implications This study is confined to bankers only and a limited sample is used. However, it significantly provides a contextual base for further theoretical development in the research of employee resilience. Practical implications This paper recommends the banking sector of Pakistan for paying extra heed toward resilience-enhancing human resource practices, as it only augments much-needed resilience among employees but also ultimately results in greater job satisfaction and commitment. Originality/value This study is the first of the kind in the banking sector of Pakistan to explore resilience-enhancing practices.

An Empirical Study on Human Resource Management and Employment Performance Practice in the Banking Sector in Bangladesh

Banking sector is one of the first growing sectors in Bangladesh. Like any other emerging economic sector banking sector’s growth and development needed to be assess and evaluated through employment performance. There are 56 commercial banks in Bangladesh currently offering financial service with different stratagems. Performance evaluation and assessment is significantly important while achieving the goals of the organization and determining the individual contributions to the organization. The objective of the study is to measure the effects of human resource practice on the performance of employee in the banking sector of Bangladesh. The research has been conducted through structural and semi-structural questionnaires and face-to-face interview related to some human resource issues namely-institutional commitment and motivation, employee relations, compensation, physical work environment, training and development, promotion, job satisfaction as well as the employee performance of the designed banks. A set of 30 structural and same number of semi structural questionnaires were given to 328 bank employees of different levels of 10 selected banks. According to the study all the human resource practice including compensation and training & development have significant impact on the employee performance in the banking sector in Bangladesh. The findings of the study provide a clear guidance to the banking policy makers to pursue effective initiatives with in order to achieve organizational goal through the employee performance.

PENGARUH HUMAN RESORCE PRACTICE TERHADAP KEPUASAN KERJA DAN DAMPAKNYA TEHADAP KOMITMEN AGEN ASURANSI

Penelitian ini didesain untuk menguji pengaruh secara empiris antara dua atau lebih variabelpenelitian yang telah dirumuskan dalam hipotesis. Variabel penelitian yang digunakan adalahhuman resource practice (reward, training, person-job fit), kepuasan kerja, dan komitmenkaryawan. Variabel eksogen dalam penelitian ini adalah human resource practice (reward,training, person-job fit. Variabel endogen dalam penelitian ini adalah kepuasan kerja dankomitmen karyawan. Metode pengumpulan data menggunakan kuesioner dan metode analisisdata menggunakan partial least square. Hasil penelitian menyimpulkan bahwa hanya hipotesis2 dan hipotesis 6 yang tidak signifikan yaitu tidak terdapat pengaruh training terhadap kepuasankerja dan tidak terdapat pengaruh training terhadap komitmen karyawan melalui kepuasan kerja.

INCLUSIVE HUMAN RESOURCE PRACTICE AND INNOVATIVE BEHAVIOR: THE MODERATING EFFECT OF HOMESICKNESS AND EMOTIONAL EXHAUSTION

Based on the theory of resource conservation, this study considers that inclusive human resource practices have an impact on individual innovation behavior, which is moderated by homesickness. In addition, this study clarifies that emotional exhaustion can exacerbate the destructive effects of homesickness. By collecting 292 sample data, the study found that inclusive human resource practices have a positive impact on individual innovation behavior, and homesickness moderates the impact of inclusive human resource practices on innovation behavior. When the level of homesickness is high, the impact of inclusive human resource practices on innovation behavior will be weakened. Emotional exhaustion moderates the moderating effect of homesickness. When the level of emotional exhaustion is high, the weakening effect of homesickness will be stronger. Based on this, this study provides theoretical and practical reference for the study of inclusive human resource practice, and further enriches the homesickness literature.

Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support

Objective - Telecommunication companies need their people to engage in their activities to achieve organizational goals. So, employee engagement became a crucial aspect of a company that struggles to win the competition. Some literature shows that human resource practice affects employee engagement. The present study examines the impact of perceived organizational support as a mediator on the relationship. Methodology/Technique - Data were collected from a branch office of the biggest telecommunication company in Bandung during May 2019. The questionnaires were distributed through the human resources department for four weeks. We analyze 112 valid responses by using SPSS and Macro Process. Findings - By conducting regression with bootstrapping we found that perceived organizational support mediates the relationship between effective human resources practice and employee engagement. The result suggests that a telecommunication company should practice good human resources practice including proper recruitment, training & development, reward, career advancement, and employee relation so that the employees can perceive its support and increase their engagement. Novelty – This finding provides the implication that good management of human resources practice and perceived organizational support can increase employee engagement. Type of Paper - Empirical Keywords: Employee Engagement, Human Resource Practice, Perceived Organizational Support. JEL Classification: M12, M19

The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.