Human Resource Practitioner Professional Ability and Management System Construction, Achievement Motivation as Mediator

Hsien-Yu Shun

doi:10.6007/ijarbss/v10-i7/7397

Abstract

This research explored the relationship among human resource practitioner professional ability, achievement motivation and the degree of human resource management system construction. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Three hundred questionnaires were sent out, 223 valid questionnaires were returned(74.33%). The results show that there is a significant influence between the? (1) professional ability of human resource management practitioners and the degree of human resource management system construction and (2) achievement motivation of human resource management practitioners and human resource management system construction and also that (3) achievement motivation has a partial mediating effect between professional ability and the degree of human resource management system construction.

Highlights

To succeed in a globalized economy, an organization must invest in human resources enhance skills and competences. Lawler and Mohrman (2003) asserted that human resources must rethink its functional structure, service, and planning to add value within the structure of new organizational forms and corporate policies in today's economic climate, to increase the contribution of human resource departments to organizational effectiveness in the future
This research explored the influence of the professional ability of HRM practitioners on human resource management system construction
We showed the level of professional ability of HR practitioners has a significant positive impact on human resource system construction

Summary

Introduction

To succeed in a globalized economy, an organization must invest in human resources enhance skills and competences. Lawler and Mohrman (2003) asserted that human resources must rethink its functional structure, service, and planning to add value within the structure of new organizational forms and corporate policies in today's economic climate, to increase the contribution of human resource departments to organizational effectiveness in the future. Lawler and Mohrman (2003) asserted that human resources must rethink its functional structure, service, and planning to add value within the structure of new organizational forms and corporate policies in today's economic climate, to increase the contribution of human resource departments to organizational effectiveness in the future. Wright, Gardner and Moynihan (2002) studied on the relationship between HR activities and organizational performance and profitability, and found that HR management activities (e.g., recruitment and selection, training, performance, compensation system, employee participation) and organizational commitment are related to the measurement of operational performance, operating costs, and pre-tax revenue. Some studies have pointed out that human resource management systems play an important role in the relationship between organizations and employees, and the degree of system construction will affect the organizational performance. Some studies have pointed out that human resource management systems play an important role in the relationship between organizations and employees, and the degree of system construction will affect the organizational performance. (Lin et al, 2019)

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Conclusion