A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

Muhammad Salman Chughtai,Ayesha Khanum Ayesha Khanum,Lenny Yusrini Lenny Yusrini

doi:10.31580/jmi.v7i3.1606

Abstract

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

Highlights

Todays’ highly competitive and globalized environment increases the importance of human resource management practices (HRMPs) primarily in the public sectorJournal of Management Info
Note: HRM Practices (HRMPs), human resource management practices; HR outcomes (HROC), human resource outcomes; employees' affective commitment (EAC), employees’ affective commitment; EJS, employees’ job satisfaction, **p < 0.01; N = 203, Reliability Statistics are in parenthesis
The present study's primary objective was to examine the influence of HRMPs on EJS; this study explores the mediating mechanism of HROC and EAC between the relationship of HRMPs and EJS

Summary

Introduction

Todays’ highly competitive and globalized environment increases the importance of human resource management practices (HRMPs) primarily in the public sectorJournal of Management Info. Frequent technological advancement worldwide becomes a challenge for the public sector organizations of developing countries such as Pakistan. Public sector organizations need a skilled and competent workforce, which smoothly runs the state's people's law and justice system. It pays attention to the better performance of their workforce with the enhancement of skills, competencies, and proficiencies according to the state's public demands. Every organization's success and failure (public or private) depend on different resources, i.e., technological, mechanical, and financial resources to fulfill their organizational objectives and the most vital human resource (Giauque et al, 2013). Public sector organizations are not fully automated, and these organizations still need competent people for work and provide services to the state (Azeem & Akhtar, 2014)

Methods

Results

Conclusion