Abstract
This study aims to test the effect of HRM practices on the employees’ task performance and how the correlation is mediated by the variables of job embeddedness and perceived organizational support. The methods of data collection employed observation, questionnaire online and offline, and interview. Sampling uses the survey method, with the number of respondents 480 (response rate 87.27%) academics in Indonesia. The analysis of Structural Equation Modeling (SEM) with Warp PLS program was used to test the hypothesis. The result of this study shows that the supported HRM practices affect employee performance, job embeddedness and perceived organizational support. Employee performance is also directly affected by job embeddedness and perceived organizational support. Based on the result, there is an effect of HRM practices on the task performance, the better HRM practices are, the more employees’ task performance will improve. Job embeddedness and perceived organizational support are also affected by HRM practices. In addition, this study also proves that job embeddedness and perceived organizational support can also improve employees’ task performance. Besides affecting directly, job embeddedness and perceived organizational support have a role as mediating variables in the HRM practices on performance. The result of this study provides an understanding that good HRM practices are crucial to be applied not only in the profitable organization but also in the universities. This study provides a description of the importance of good HRM practices to be implemented in the universities. Furthermore, it is necessary to continue studying the roles of human resources practices with the larger sample.
Highlights
Human Resource Management has evolved to specialize in the Human Resource Management in universities
There is an effect of HRM practices on the task performance, the better HRM practices are, the more employees’ task performance will improve
Job embeddedness and perceived organizational support are affected by HRM practices
Summary
Human Resource Management has evolved to specialize in the Human Resource Management in universities. One of the challenges for the leaders of universities is to provide professional employees who are able to produce competent graduates in their fields and able to improve organization performance (Xing, 2009). The development of higher education human resources seems to be a real need for efforts to improve the quality of human resources in higher education through processes that are systematic, coherent, measurable and organized. The climate of competition is getting warmer in the era of globalization This challenge presents the needs of universities that must focus their organizational managerial on customer satisfaction, which consists of the user community, intellectual community, and community of higher education enthusiasts, the flexibility and flexibility of the work system, work culture and organizational structure of higher education institutions need to be evaluated continuously, and massively
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