The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

Mamdouh Zaky Ewis

doi:10.5539/ijbm.v10n5p153

Abstract

Telecom companies working under a rapidly changing and highly competitive environment. These companies must encourage and motivate their employees to improve individual and organizational performance. Researchers and practitioners recognize the importance of organizational commitment, work engagement, and organizational citizenship behavior, especially, when available HRD climate. Using a sample of two hundred and forty-six employees from three Saudi telecom companies completed the survey with response rate 61.5%, this study examined the impacts of HRD climate on two positive work attitudes represented in organizational commitment and work engagement, and positive extra-role behaviors represented in organizational citizenship behavior. In the current study, HRD climate was found to significantly and positively influence organizational commitment, work engagement, and organizational citizenship behavior. The current study also provided a set of practical applications and future directions according to what has been discussed from the results. tter access to short-term debt consequently reducing agency problems and the risk of refinancing.

Highlights

Due to rapidly changing environment and dynamic conditions of services industry, organizations need to consider their long-term targets rather than short-term success in order to assure their future sustainability
The current study focuses on positive extra-role behaviors (OCBs).hypothesis three is as follows: Hypothesis 3: human resources development (HRD) climate will have a significantly positive impact on Organizational citizenship behaviors (OCBs)
Results of these studies emphasized that high performance and positive work attitudes and behaviors shown by those employees who working in creating a climate which helps them to development

Summary

Introduction

Due to rapidly changing environment and dynamic conditions of services industry, organizations need to consider their long-term targets rather than short-term success in order to assure their future sustainability. All organizations seeking to achieve growth or at least survive in the competition for as long as possible through the efficient use of available resources, especially human resources by recruitment the most appropriate specifications, maintain, and development and to achieve its commitment through providing appropriate and enabling environment to them (Sasirekha & Ashok, 2013). Organizational climate is helpful in the fulfillment of committed goals of an individual, organization and society. It increases the capabilities and efficiency of an individual, which is likely to reflect itself in the long run in the well-being of the individual, reputation of the organization and eventually the well-being of the society (Khan & Tarab, 2012)

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Conclusion