Impact Of HR Practices Research Articles

Impact of HR Practices on Innovative Work Behaviour: The Mediating Role of Organizational Support, Knowledge-sharing and Employee Creativity

Impact of HR Practices on Innovative Work Behaviour: The Mediating Role of Organizational Support, Knowledge-sharing and Employee Creativity

Curvilinear dynamics of job demands, resources, and resilience: the impact of HR practices on public managers

ABSTRACT Recent studies suggest that job resources can increase individuals’ resilience to adversity. Building on this premise, this study investigated the influence of human resource development (HRD) practices on public managers’ resilience. Analyzing data from a survey of New Zealand public managers, we found that those who participated in mentoring programs demonstrated higher levels of resilience in response to intermediate rather than low or high levels of job demand. We also found a significant positive correlation between training and the capacity to response to change. Furthermore, a multi-level analysis showed that previously assessed change management practices at the organizational level positively affected the managers’ ability to learn from mistakes.

Impact of HR Practices on Job Opportunities and Career Advancement in the Hospitality Industry

This research aims to explore the current trends and best practices in human resource management, particularly in relation to job advertisements, within the hospitality industry. By examining relevant literature and analyzing case studies, this study seeks to provide valuable insights into effective recruitment strategies, job advertisement optimization, and the impact of technological advancements on HR practices. The findings of this research will contribute to the knowledge base of HR professionals, enabling them to enhance their recruitment efforts and attract and retain talented individuals in the competitive landscape of the hospitality industry.

Impact of HR Practices on DCCB Bank Chittoor - Performance Appraisal

Cooperatives were the pioneers in the field of rural credit in India. The entire rural credit delivery was more or less a preserve of the cooperative credit institutions from 1904 to 1969, when the nationalization of Commercial Banks and the subsequent emergence of Regional Rural Banks in 1975 heralded the adoption of the Multi Agency Approach to rural lending. Even today, the cooperative credit structure has the largest outreach and delivers credit to the largest numbers of clients in the rural areas in comparison to other institutions, although the quantum of credit delivered is second to commercial banks.

The impact of HR practices and Ethical Leadership on Knowledge Hiding. Is it Organizational Justice or Organizational Support for Creativity that mediates this relationship

This paper aims to investigate the impact of Ethical Leadership and Human Resources Management (HRM) Practices on Knowledge Hiding and the mediating role of Organizational Support for Creativity, and Organizational Justice. A total of 120 professionals from different countries and various levels of seniority completed an online questionnaire a linear and multiple regression test was conducted to analyse hypothesized model. The finding shows that both Ethical Leadership and HRM Practices have direct negative impact and indirect negative impact through Organizational Justice and Organizational Support for Creativity on Knowledge Hiding. The main originality of this study is to suggest to managers to not only adapt Ethical leadership and good implemented HRM Practices in order to decrease Knowledge Hiding, but also make sure to maintain high level of justice, equality, fairness, freedom and creativity support within the organization. Keywords: HRM Practices, Knowledge Hiding, Ethical Leadership, Organizational Support for Creativity, Organizational Justice.

A Study on Impact of Competency Based HR Practices on Fostering Organisational Change and Development in selected BPO Companies in Shivamogga

The demand for quality workforce has been the need of the hour and this can be further attributed to the fact that organisation and market needs have been changing rapidly which is inducing the companies to perform effectively and thus exposing the employees in the form of various challenges and exposures. This exposures are faced due to dynamism of the market forces and hence it becomes imperative for the organisation to undertake various policies and practices through which they can enhance the value of the organisation and as well as individual. These employee competencies can be enhanced only through effective competencies-based HR practices which can act as stimulating factor in making organisations more specific towards their human resources development aspects and inducing the necessary changes in there respective HR programm which can stimulate and motivate the employees for higher performance in the organisation. This study is an attempt to understand the impact of competency-based HR practices and to analyze the impact of those HR Practices in fostering the organisational change and development in selected BPO companies in Shivamogga. This paper emphasis on significance of competency-based HR practices and it analyzes the impact of those competencies based HR practices.

Impediment on Primary Schools and Teachers from Human Capital Utilization: A Conceptual Study of the Learning Process with Gender Discrimination Perspective

Pakistan is a developing state with an extreme need to provide primary students with the greatest available educational opportunities. The purpose of this research was to discover that female teachers are more beneficial for primary students because of their nurturing and caring nature. Also, the impact of HR practices i.e., Job satisfaction on the commitment of teaching with gender discrimination perspective. The study was conducted among a Pakistan, sample drawn from Karachi. An online survey was conducted from government and private sector schools in Pakistan.205 teachers of various districts of Karachi, Pakistan was randomly selected, irrespective of gender, age, work experience and dispensed with a questionnaire. Chi-square test analysis was used because gender is a categorical variable. The result of the study reveals that a female teacher is more committed to the teaching profession. Also, primary students are more comfortable with the female teacher due to the nurturing, caring, and loving nature of this gender. Female teachers are more satisfied with the schooling job and enjoyed it. On the other hand, male teachers are less satisfied with school jobs due to many reasons like less pay, a monotonous work routine, etc. Hence, we accepted all the hypotheses of a study.

Impact of HR Practices on Organizational Citizenship Behavior and Turnover Intentions

In 21st century, human resource is major and most valuable asset of organization. Human resource is one of the major tool for organization that will help to achieve competitive advantage in the age of competition. Without a good human resource, companies cannot establish a good team of professional for their jobs. Great human asset should have such qualities as high satisfaction with their employments, high responsibility towards the organization, high inspiration to serve general society and solid aims to work for the association eagerly and dependably. Organization can upgrade inside capacities to manage present or future difficulties to be looked by an organization through great Human Resource practices. Human Resource Practices is a hierarchical capacity assume a critical part in overseeing workforce through it proactive approach in lessening disparities and also to draw in, create, hold and propel workforces. In that capacity, when organization energizes value and decency, their representatives is anticipated to wind up more dedicated in their activity & job. In the field of HRM, employee turnover is a major problem. Employee turnover is a cause for concern when the best and efficient employees intend to switch towards another organization, and there may be something that organization could do to retain those employees. Most of the Telecom sector in Pakistan faces a serious problem of high employee turnover. Now employees are considered as a main source to achievement of competitive advantage and organizations should give more focus in order to compete in the market with competitors. Organizations higher performance will depend on their incomparable employees; employees would not only adequately perform their required job but exert efforts that are beyond necessities. Employee turnover expectation is the huge reason that gives guidance to hold the specific conduct. This investigation is investigating the effect of HR practices on representative turnover and OCB in Telecom part of Pakistan that is Warid and Mobilink. This exploration will add to the group of writing relating HR practices and effect of HR practices on representative turnover and OCB, in hypothetical casing work will depict the measurements of HR practices for estimation worker turnover aims and OCB. The examination will clarify of how HR rehearses influences worker maintenance and OCB in telecom associations of Pakistan. The investigation will inspect through experimental discoveries in which including descriptive examinations, and regression for finding the effect of HR hones on representative turnover and OCB. Data will be collected using standardized questionnaire administered. Data collected from the sample size of one hundred and fifty people. In this study one hundred and fifty questionnaires were distributed only eighty was returned included in sample size in which forty employees and forty supervisors are included from both the company.

The Impact of Human Resource Practices on Employee Job Satisfaction in Ground Handling Agencies of Pakistan

The focus of this research was on “The Impact of HR Practices on Employee Job Satisfaction”. The purpose of research was to study the impact of various Human resource practices on employees’ job satisfaction. Secondary data was gathered through library and Internet searches of literature. Questionnaires were used to collect the primary data. The data was analyzed using SPSS software for frequencies, regression parameters, and cross tabulation. Statistics concepts were used to interpret the results. A sample size of 150 people who were requested to fill out questionnaires based on their overall job experience in various Ground Handling Agencies of Pakistan. The targeted Ground Handling Agencies whom data is collected are Shaheen Airport Services, Dnata Ground Handling, PIA and Menzies Aviation. The findings suggested that the reward system and promotion practices have a significant impact on the job satisfaction of employees of Ground Handling Agencies/companies. When more incentives and promotion opportunities are provided on monthly or yearly basis respectively to employees the more satisfied, they are with their jobs

Impact of HR Practices on Employee Retention in Oil and Gas Industries of Oman

Effective human resource management fosters workplace loyalty and boosts an organization's productivity to new heights. Gulf nations, especially Oman, have similar problems as other countries. A WTO treaty has been signed and developed, requiring Omani businesses to demonstrate their presence in global markets and compete internationally. Omani companies are left with few options. Either they adapt, or they die in today's fiercely competitive marketplace. Omani oil firms are being compelled to abandon their traditional work culture in favor of modern work environments. The primary aim of this study is to investigate the current practices of human resource management employed by oil and gas companies of Oman and assess how to retain human resources in Oman's oil and gas companies. It has been found that the majority of respondents in Oman's oil and gas sector endorse the company's human resource policies and the company's staff retention strategy. At the same time, according to Pearson Correlations Coefficient and Multiple Regression Analysis, an apparent positive connection can be seen within human resource strategies and employee retention in Oman's oil and gas sector.

The Impact of HR Practices on Job Performance and Turnover Intention with Psychological Well-Being as a Mediator in Professional Workers at a Subcontractor Telecommunication Company in Indonesia

Turnover is a big issue for an organization, leading to the loss of talent and financial costs based on the organization’s investment in human capital and decreased productivity. In this research, we examined the impact of three HR practices on employee well-being, job performance and turnover intentions in professional workers at PT ABC. Employee well-being in this study involved two perspectives: psychological well-being and physical well-being. This study also examined the impact of employee well-being on retention. The study was conducted in a subcontractor company in the telecommunication industry in Indonesia. This study included 283 professional workers who were considered critical people in ensuring quality service. HR practices had a negative effect on turnover intention and a positive effect on job performance. HR practices did not influence either psychological well-being or physical well-being.
 Keywords: HR Practise, turnover intention, employee well-being, professional workers

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

The purpose of this study is to examine the mediating role of innovative work behaviour between compensation system, training and development, information sharing, supervisory support, and job performance among physicians in Iraqi public hospitals. The researcher conducted the study via online questionnaire with a sample size of 173 physicians in Iraqi public hospitals. The data analysis was done via SPSS (or commonly known as Statistical Package for the Social Sciences), IBM SPSS Statistics 23 and Structural Equation Modelling (SEM) (PLS). The data analysis meant to conduct demographic profile of respondents and mean of variables, factor analysis, reliability analysis to measure the repeatability of measuring instrument and regression analysis for hypothesis testing of independent and mediating variables. Results showed that training and development and supervisory support have a positive significant impact on physician’s innovative work behaviour. Compensation system and information sharing have a negative impact on physician’s innovative work behaviour. Innovative work behaviour mediates the relationship between training and development, supervisory support, and job performance. While compensation system and information sharing were not a significant mediating.

The Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational Commitment

aim of this work is to analyze the role of human resource practices (HRP) such as employee selection, performance appraisal, and reward system on the services innovation behavior of the employee working in pharmacy firm in Thailand. Additional purpose of this research is to examine the mediating role of organizational commitment on the nexus of HRP such as employee selection, performance appraisal, reward system and services innovation behavior. current managers of HR and their selected employees are the respondents and data were gather through questionnaires by personal visit to the outlet of pharmacy situated in the Bangkok. results indicated that HRP such as employee selection, performance appraisal, and reward system have positive association with the services innovation behavior and the findings also revealed that the organizational commitment positively mediates among the link of HRP such as employee selection, performance appraisal, reward system and services innovation behavior. These outcomes provided the insight to the regulation making personals that they should developed and also making arrangement for the effective implementation of HRP in the business that enhance the organizational commitment and services innovation behavior. How to Cite this Article Pubmed Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational SRP. 2020; 11(3): 154-162. doi:10.5530/srp.2020.3.17 Web Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational http://www.sysrevpharm.org/?mno=92361 [Access: March 28, 2021]. doi:10.5530/srp.2020.3.17 AMA (American Medical Association) Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational SRP. 2020; 11(3): 154-162. doi:10.5530/srp.2020.3.17 Vancouver/ICMJE Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational SRP. (2020), [cited March 28, 2021]; 11(3): 154-162. doi:10.5530/srp.2020.3.17 Harvard Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert (2020) Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational SRP, 11 (3), 154-162. doi:10.5530/srp.2020.3.17 Turabian Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. 2020. Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational Systematic Reviews in Pharmacy, 11 (3), 154-162. doi:10.5530/srp.2020.3.17 Chicago Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. The Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational Commitment. Systematic Reviews in Pharmacy 11 (2020), 154-162. doi:10.5530/srp.2020.3.17 MLA (The Modern Language Association) Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert. The Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational Commitment. Systematic Reviews in Pharmacy 11.3 (2020), 154-162. Print. doi:10.5530/srp.2020.3.17 APA (American Psychological Association) Style Aksorn Sawasdee, Sakapas Saengchai, Kittisak Jermsittiparsert (2020) Impact of HR Practices on the Services Innovation Behavior in the Pharmacy Sector of Thailand: Mediating Role of Organizational Systematic Reviews in Pharmacy, 11 (3), 154-162. doi:10.5530/srp.2020.3.17

Impact of HR practices on employee intention to quit the job with the moderating role of job embeddedness

Impact of HR practices on employee intention to quit the job with the moderating role of job embeddedness

Impact of HR Practices on Employee Turnover and Job Satisfaction: Evidence from Unfavourable Context of Universities in KP Pakistan

Impact of HR Practices on Employee Turnover and Job Satisfaction: Evidence from Unfavourable Context of Universities in KP Pakistan

Impact of HR Practices on Employee Turnover and Job Satisfaction: Evidence from Pakistani Universities

This research examines the impact of pertinent HR practices/policies upon a person’s job contentment and turnover in higher educational institutes. A special context of universities of KP have been chosen where numerous employees have developed job dissatisfaction and increased turnover because of deteriorating security conditions including but not limited to terrorism attacks, civil unrest, widespread diseases and unconducive working environment. This has ultimately compelled them to leave their jobs and flee to other cities such as Islamabad and Karachi. More specifically, three HR policies i.e. employee participation, training and performance appraisal are analysed to affect job satisfaction and turnover. A quantitative survey was conducted to assess job outcomes of University teachers in multiple cities especially where living conditions have deteriorated in the recent past. Respondents were segregated on the basis of age, income per month, designation and gender basis. Frequency analysis and Mean Average Scores are reported for each construct. The regression results suggest a positive significant relation of employee participation and performance appraisal with that of job satisfaction while a significant negative relation is found with turnover ratio. The study concludes that universities should focus on implementing HR policies and practices effectively in workplace which will help retain employees and keep them motivated. This can be one of the many effective strategies to retain workforce and discourage brain-drain out of the country. The study ends with acknowledging limitations and offering future research directions.

Impact of Hr Practices on Employee Retention -Examination During Covid 19 Pandemic in the Indian IT SECTOR

Impact of Hr Practices on Employee Retention -Examination During Covid 19 Pandemic in the Indian IT SECTOR

HR Practices, Engagement, POS and Customer Focused Outcomes: HR Practices are not Created

Our study is aimed at further understanding the impact of HR practices on customer focused outcomes, more specifically through POS leading to employee engagement. In addition, to examining the medi...

The Link between HRM Practices and Social Purpose Outcomes in Indigenous Enterprises

The human resource management (HRM) practices of social enterprise organizations is an under researched area of the emerging field of social entrepreneurship. This paper addresses this research gap by focusing on how the internal HRM practices of social enterprises influence their ability to deliver on their social mission and produce social purpose outcomes. We focus on HRM practices because prior research has shown that they can have an important impact on a variety of critical performance outcomes in firms (e.g., financial performance, survival, productivity, IPO performance). We theorize about the relationship between these HRM practices and other contextual factors to social purpose outcomes. We study these relationships in a unique context, Indigenous social enterprises in Australia and find that the use of high commitment HRM (HC-HRM) practices helps to drive the social purpose outcomes. We also find a positive significant two-way interaction between HC-HRM practices and the extent that the enterprise’s business strategy is driven by cultural products or services similarly drives the social purpose outcomes of these enterprises. Our final finding demonstrates that the social enterprise leaders’ risk propensity moderates the impact of HR practices on the social purpose outcomes.

Human Resource Management Practices and Its Effects on Job Satisfaction Levels of Employees

This study aims to investigate the impact of HRM practices and its effect on employee’s job satisfaction in the iron and steel sector of Erbil, KRI. The objectives of the study are three fold, first to measure the degree of association between HR practices and job satisfaction. Second, to find out the impact of HR practices on job satisfaction and at last to propose some measures in order to enhance the job satisfaction level of the employees concerned to the selected iron & steel enterprises. A structured questionnaire was developed and distributed among 70 employees of three firms in Erbil, whereas 50 employees answered rightly. Most of the employees showed positive answers toward HR practices on them. This thing leads toward rejection of our Ho and acceptance of H1. Those who left behind with less positive answers main reason were found during survey that was they are with less education so that’s why they get less opportunities in order to develop themselves. Related to future research other authors can consider other variables that are not coved by this research such as staffing and package because human practices coves various range.