The Role of Pro-Innovative HR Practices and Psychological Contract in Shaping Employee Commitment and Satisfaction: A Case from the Energy Industry

Innovation is a very important attribute of energy companies. Its level largely depends on employees’ attitudes and behaviours, which are determined on the one hand by individual factors (e.g., psychological contract) and on the other hand by organisational factors (e.g., human resources (HR) practices). The aim of this article is to identify the relationship between pro-innovative HR practices, psychological contract and employee attitudes—commitment and job satisfaction. The research was conducted in a company which is one of the leading Polish electricity suppliers. Data were collected using a proprietary survey questionnaire. The research involved 402 HR professionals responsible for shaping and implementing pro-innovative HR practices in the company. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). The results indicate the existence of a positive relationship between pro-innovative HR practices, psychological contract and employee commitment and satisfaction. Furthermore, they indicate that organisations wishing to increase employee commitment and job satisfaction should strengthen and implement existing psychological contracts. One way to do this is to invest in pro-innovative HR practices, such as competence development, knowledge sharing or creativity-based candidate selection, as they have been shown to be good moderators of these relationships. The obtained results may be of particular importance for HR management specialists and managers responsible for shaping desired attitudes and behaviours of employees.

Intrapreneurship from the Lens of the Trio: Psychological Empowerment, Employee Commitment and Organization Citizenship Behaviour

Intrapreneurial behaviour are said to be a channel through which innovative skills are shown in the corporate work. In view of this, the authors assessed the effect of three selected work attitudes on intrapreneurial behaviour. These were psychological empowerment, employee commitment and organizational citizenship behaviour. The study conveniently sampled 230 participants who are administrators of organizations in selected municipalities: Ayawaso West-Wuoguon, La-Nkwantanang and Ga East Municipalities. The data was analyzed using structural equation modelling. It was observed that psychological empowerment and organisational citizenship behaviour were positively related to intrapreneurial behaviour whereas employee’s commitment was seen to have a negative significant influence on intrapreneurial behaviour. Implications of the findings for theory and practice are discussed.

The mediating role of employee commitment between quality of work-life and job performance of the faculty

Purpose This study aims to examine the mediating role of employee commitment between the quality of work-life (QWL) and job performance among the faculty of technical institutions established in the province of Punjab (India). Design/methodology/approach The data collected from 434 faculty members with a response rate of 72% is analyzed and the mediation effect of employee commitment between the QWL and job performance of the faculty is modeled through partial least square-structural equation modeling. Findings The results indicate that employee commitment partially mediates between QWL and job performance. To strengthen the result, mediation of employee commitment is also tested for each dimension of the QWL with job performance. All the factors of QWL also supported a partial mediation effect. Practical implications The findings of the study may help the policymakers to understand, frame and implement appropriate policies for improving the work-life quality and commitment among the faculty. This may further assist in augmenting the overall performance of the faculty amidst a crisis in the sector. Originality/value The study highlights the role of employee commitment as a mediator between the QWL and job performance of the faculty in the technical education sector which is one of its kind and possibly not yet explored. Besides, the study proposes some measures in improving the work-life quality and job performance of the faculty.

The Study on Human Resource Practices and AMO Model and Its Impact on Employee Commitment among Gen Y SMEs Employees in Selangor, Malaysia

Researchers and practitioners have been very enthusiastic and spend the most determinations to study all possible means in order to grab the most advantage from their human resources (HR) especially the Gen Y employees. These employees are pertinent to the part of organisation’s strategic business plan and contribute to the organisation’s performance as well as sustainable competitive advantage. Hence, employee commitment remains a key challenge especially in small and medium enterprises (SMEs) in Malaysia. The purpose of this paper is to investigate the relationship of compensation, training, employee involvement as well as the ability, motivation and opportunity (AMO) model towards employee commitment. The study also seeks to provide the theory-based empirical evidence that the role of AMO model as a mediator in achieving the commitment of employees and used Social Exchange Theory (SET) in order to explain the theoretical rationale of the study model. A total of 168 Gen Y employees representing SMEs service sectors in Selangor, Malaysia participated in this study. Partial Least Square-Structural Equation Modelling (PLS-SEM) was utilised in order to explain the relationship among HR practices towards employee commitment as well as AMO model as a mediator. A key finding that emerged from the analysis showed that only training has direct relationship toward the employee commitment and AMO model plays an important role in gaining employee commitment as it mediates the relationship of employee involvement. However, compensation has no effect in any relationship. Particularly, this study has helped to place the human resource practices, AMO model and employee commitment in the SET by giving a new perspective theoretically that the correct approach of gaining commitment of employees by providing the appropriate practices that employee will reciprocate in return. Also, it showed that Gen Y employees are seeking more involvement than compensation in order to commit themselves. SMEs should involve employees in their daily activities or any decision-making and offers other recognition programs, as money and remuneration are no longer a motivational urge for employees to become committed. Moreover, the findings could therefore serve as a turning point for SMEs to start concentrating and provide more job-related training so that employees can upgrade their skills particularly in this Industrial 4.0 era, where everything changes greatly in the way they deal with others.

Investigating the role of employee psychological well-being and psychological empowerment with relation to work engagement and sustainable employability

Purpose This study aims to gain insight into how employee psychological and human resource (HR) practices impact employee work engagement behavior. In addition to that, the research model of this study has tested the moderating relationship of affective employee commitment between employee work engagement and sustainable employability. Design/methodology/approach The research model is empirically tested with data set of 311 responses retrieved from an employee working in private organizations. Sample size of this study is computed with prior power analysis. Data were analyzed with partial least square-based structural equation modeling (SEM). Findings Findings of the SEM revealed that altogether psychological well-being, psychological empowerment, HR compensation, HR training, transformational leadership and job enrichment have explained R2 66.1% variance in employee work engagement. Concerning individual impact size psychological well-being has shown medium level effect size (f2) in measuring employee work engagement. However, all other exogenous variables have shown a small effect in determining employee work engagement. The moderating effect of commitment is confirmed in such a way that the relationship between employee work engagement and sustainable employability will be higher when affective commitment is higher. Practical implications This research has synthesized HR literature into four core dimensions of HR practices and, hence contributes to HR literature. Similarly, this research contributes to well-being theory while integrating employee psychological well-being into the research model. For HR practitioners this research revealed that psychological well-being, psychological empowerment, affective employee commitment, transformational leadership, HR compensation and HR training are core factors, which influence employee behavior toward work engagement and sustainable employability. Originality/value The current research is unique as it investigates sustainable employability phenomenon with an integrated research model that combines employee psychological and HR factors. The concept of sustainable employability is less studied, and therefore this research fills the research gap in this context.

Commitment in the German Banking and Consulting Industry: Influence of Different Leadership Styles on Employee Commitment

Purpose: The success of a firm often largely depends on its employees. Therefore, we propose and test the possibility of influencing affective and normative commitment by transactional, transformational, and passive leadership styles. Implications: Demographic change is progressing slowly but steadily; here lies the crucial point. Our results show that only transformational leadership influences the commitment dimensions positively. That can help make the best use of scarce human resources to remain competitive in the long term. Originality/Value: The article provides new information concerning the relationship between transformational and transactional leadership style and their influence on commitment within the banking and consulting sector of the German service industry. It highlights the need for further research into this topic across industries and demographics. For cross-cultural (USA-Germany) comparisons, the article might help to understand differences and trends within globalization. Methodology: To address this question, we conducted interviews with 197 employees of the financial service sector in Germany to confirm the relationship between leadership styles and employee commitment. In order to verify and extend previous research, we planned an explanatory study. We used the multiple regression analysis to examine this relationship. Findings: The results provide new evidence for German participants, which show (1) that transformational leadership is the “optimum” to facilitate commitment and is completely decoupled from the other leadership styles. (2) Preliminary studies revealed a preference toward transactional leadership, which correlated positively with affective and normative commitment. The present study cannot confirm this correlation. (3) Passive leadership correlates negatively with commitment, which indicates that the avoidance of passive leadership is essential. In sum, the correlation for different leadership styles (except transactional leadership style) is higher than in the preliminary studies. This indicates that the relationship between leadership styles and affective and normative commitment is exceeding the assumptions.

The relationship between employer image and employee commitment in family-run hospitality firms

Purpose Among all forms of commitment, affective commitment has been shown to be the most desirable for enterprises. However, research on commitment among employees in family-run businesses in the hospitality industry is scant. To address this gap, this study aims to analyze the impact of employer image components on hospitality employees’ affective occupational commitment within family-run businesses. As one can assume specific employer image aspects when studying family-run businesses, this paper expects to achieve a better understanding of the relationship between employer image and employee commitment in this context. Design/methodology/approach This study adopts the employer image framework of Baum and Kabst (2013), emphasizing that in addition to considering potential employees, the commitment of current employees needs to be assessed. Convenience sampling is used to obtain a sample from the target population (Tyrolean hospitality and gastronomy employees) from June to September 2018. Multiple linear regression analysis is applied to test the influence of individual employer image constituents on employees’ affective occupational commitment. Findings Among the five components of the employer image framework applied here, working atmosphere, task attractiveness and payment attractiveness show a significant influence on employees’ affective occupational commitment. Originality/value This study connects an existing employer image model to employee commitment within the hospitality industry. The findings suggest that the model is applicable to current employees as a key stakeholder group and shows the utility of employer image theory in connection with employee commitment.

Dampak Efektivitas Pelatihan Kompetensi Terhadap Kinerja Pegawai, Komitmen Pegawai Sebagai Variabel Intervening Pada Pondok Pesantren

Background: Employee performance can be increased by implementing the effectiveness of continuous training in accordance with the needs of Islamic boarding schools and employees, training can increase employee commitment, as well as employee competence can increase commitment which can improve employee performance. Purpose: This study aims to examine employee performance factors that are influenced by the effectiveness of training and competence, employee commitment as an intervening variable. Originality/value: The novelty in this study is that employee commitment has not been able to mediate between competence and employee performance. In addition, other novelties have not been found in previous research that discusses the effectiveness of training, competence, commitment and employee performance at the Darunnajah Islamic Boarding School, Serang Block. Research limitations: This study is limited to employee perceptions of the effectiveness of training, competence and employee commitment that have an impact on employee work. Design/methodology/approach: The study was conducted on 50 employees in Islamic boarding schools who are currently still attending education using purposive sampling technique. Data was collected through the distribution of questionnaires which were then analyzed using the PLS method. Findings: This study shows that 1) The effectiveness of training has a positive and significant effect on employee commitment, 2) The effectiveness of training has a positive and significant effect on employee performance 3) Competence has a positive and significant effect on employee commitment 4) Employee commitment has a positive and significant effect on employee performance .

Quality Assurance among Childcare Employees in Selangor

Caregiver or childcare employee is responsible to produce excellent quality in taking care of the children. A good practice of quality assurance among employees is important to develop the future generations. The objective of this research is to identify the factors that influence quality assurance among childcare employees in Selangor. It is to determine the relationship between factors (physical facilities, employee commitment, communication, and employee competencies) and quality assurance. A random sampling technique was used to select respondents from the registered childcare centers in Selangor, Malaysia. The study used quantitative approach through structured questionnaires developed from previous research. Among 450 survey questionnaires distributed, only 379 questionnaires were accepted and used for analysis. Study uses SPSS 22.0 to analyze data. Methodologies such as Pearson Correlation and Multiple Regression Analysis were conducted in analyzing the data. Findings revealed that quality assurance is having a positive relationship with physical facilities, employee commitment, communication, and employee competencies, with the overall results of the multiple regression analysis showed that all independent variables have relationships with the dependent variable at p=0.000. The result of this test also indicated that all independent variables have positive beta coefficient value as physical facilities, employee commitment, communication and employee competencies at 0.372, 0.251, 0.064 and 0.103 respectively. Thus, this study adds to better understanding of the total quality management (TQM) which is the main underlying theory used to develop the research framework. In general, Total Quality Management (TQM) advised on the factors such as physical facilities, employee commitment, employee competencies, and communication that when applied, could get the best result of employees.