Impact Of Human Resource Management Research Articles

Human resource management practices and employee retention: Job satisfaction as a mediator in Malaysia’s information technology (IT) industry

This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.

The Impact of Human Resource Management on Awareness Employee and Organization

The study aims to investigate the impact of Human Resource Management (HRM) on employee awareness and organizational capacity within the Afghanistan International Bank (AIB). A positive workplace culture, characterized by clear and accurate communication, is essential for employees to perform their duties effectively. Misunderstandings and inefficiencies often arise from unclear communication and inadequate HRM practices. The primary research question guiding this study is: "What is the impact of HRM on employees' awareness and organizational capacity at AIB?" Sub-questions include: "How does HRM influence employee productivity?" and "What is the effect of HRM on employee efficiency?" The hypotheses posit that HRM positively impacts employee awareness, organizational capacity, productivity, and efficiency. Methodologically, the study employs both primary and secondary data collection techniques. Primary data were gathered through the distribution of 50 questionnaires to AIB employees in Kabul, utilizing a Likert scale to measure responses. Secondary data were sourced from related articles, electronic websites, journals, and research reports. Random sampling techniques were used to select participants who were properly briefed on completing the questionnaires. The findings indicate that HRM significantly enhances employee productivity, awareness, and organizational capacity at AIB. Additionally, HRM improves daily operational efficiency, customer service quality, and the effectiveness of information systems. By addressing previous organizational challenges, HRM enables employees to maximize the benefits from increased awareness and capacity, ultimately contributing to the bank's overall performance.

Impact of Transformational Leadership on Employees' Burnout in Commercial Banks of Kathmandu Valley

This study aims to analyse the impact of Transformational Leadership (TFL) on employees' burnout in commercial banks of Kathmandu Valley, taking the mediating effect of Personal Financial Stress (PFS), Anxiety and Workplace Loneliness into account by examining the moderating impact of Human Resource Management on the direct relationship between TFL and employees' burnout. The study employed a quantitative approach, utilising a convenience sampling technique within the framework of non- probability sampling to gather primary data. A structured questionnaire was employed to collect cross-sectional data from a total of 214 commercial banking employees of Kathmandu Valley, which were analysed through SMART-PLS. Findings from the study indicated a significant direct negative impact of TFL on burnout. Likewise, TFL was found to increase burnout when mediated by personal financial stress, anxiety and workplace loneliness. Furthermore, HRM showed no moderating effect on TFL and burnout relationships. Thus, this study emphasises recognising burnout as a "workplace hazard" and building upon the JD-R model, the study urges concerned stakeholders to effectively implement transformational leadership styles to mitigate burnout in Nepalese commercial banks. It also underscores the for further exploring and integrating HRM with other sectors within banks to foster synergy and collaboration in tackling burnout related issues.

The Impact of Human Resource Management on Regional Economic Development

The Impact of Human Resource Management on Regional Economic Development

Impact of Human Resource Management and Digital Marketing Strategies on Profitability: a Statistical Evaluation in Well-Performing Companies

Impact of Human Resource Management and Digital Marketing Strategies on Profitability: a Statistical Evaluation in Well-Performing Companies

Impact of Human Resource Management on The Implementation of Physical Education Program in Selected Universities in Guizhou Province: Basis for Inputs to Policy Reformulation

This study investigated the impact of human resource management (HRM) strategies on the implementation of Physical Education Programs (PEPs) in selected universities within Guizhou Province, China. Employing a descriptive-correlational research design, data were gathered through self-made questionnaires assessing the implementation of HRM practices and PEPs. The study involved 310 physical education teachers from Guizhou Medical University, Guizhou University, and Guizhou Normal University. Findings revealed moderate to high levels of HRM implementation across various aspects, with room for improvement in employee satisfaction and compensation. Similarly, PEP implementation demonstrated moderate levels across key areas, suggesting opportunities for enhancement. Significant correlations were observed between certain HRM practices, such as performance evaluation, and aspects of PEP implementation, notably curriculum integration. However, other HRM factors showed less substantial impacts on PEP implementation. Based on these findings, recommendations were proposed to optimize HRM practices and improve PEP effectiveness. These included tailored professional development initiatives, revised performance evaluation practices, prioritization of employee satisfaction, enhancement of compensation and benefits, promotion of academic freedom, adoption of a holistic HRM approach, facilitation of collaborative partnerships, and establishment of a culture of continuous improvement and evaluation.

Influence of Human Resource Management on Work Performance at Vietnam Higher Education Institutions

The purpose of the paper is to examine the impact of human resource management on employee performance in Vietnam universities. In addition to empirically testing the hypotheses in the context of university autonomy in Vietnam, the research has attempted to further examine the achieved results and challenges for human resource management in Vietnam's higher education institutions through the variable regulating University autonomy. The findings in the research have provided empirical support for the correlation between human resource management and employee performance in higher education institutions. The author asked for the opinions of several experts on the questionnaire. Then send the test questionnaire to 10 agencies in higher education institutions. The author has adjusted the questionnaire to make it easier to understand to get the most accurate and reliable answers. The author sent the questionnaire during the period from April 2023 to June 2023, the total number of survey questionnaires distributed was 370 questionnaires, of which 350 votes are eligible for analysis.

The impact of human resource management, learning, and academic infrastructure in pre-service teachers on pedagogical competence: A multifaceted analysis

This study investigated the influence of the learning process, human resources, and infrastructure on the pre-service teachers' competencies, particularly their pedagogical competence as future professional teachers. This study employed survey research, a type of quantitative investigation. The study's population consisted of all 182 Pre-Service Teachers from the Indonesian Language and Literature Education Department, Mathematics, and English Education Department of the Teacher Professional Education Program, Faculty of Teacher Training and Education, Universitas Islam Malang. Primary and secondary data were the two data types used in this investigation: questionnaires and documentation. The main source of information was the assessment of the lecture process in Batches 1 and 2 of the Pre-Service Teacher of Teacher Professional Education Program. The course grades from LMS courses taken by pre-service PPG students made up the secondary data. Based on the results and discussion, it can be concluded that the learning process and human resources positively influenced the pre-service teacher's competence, especially in the pre-service teacher professional education program. Meanwhile, the data showed that academic infrastructure did not impact pre-service teacher competence.

The Evolution of Workplace Diversity and its Impact on Organizational Success: A Comprehensive Examination of Diversity Management Strategies

Purpose: The manufacturing industry in India is one of the largest sectors and it is continuously attaining growth and development. As focused by the NMCC (National Manufacturing Competitiveness Council, it is put to contribute 25% to the GDP by the year 2025 compared to the recent share of almost 16%. Particularly, the industry contributed 66% to the exports of the nation in FY11 and has been reinforcing at a CAGR of 20% in the past five years. Manufacturing holds a major position in the economy of the country, India, reporting for almost 16% of actual GDP in FY12 and employing nearly 12% of the labour force of India. The growth and development in the industry have been matching a very strong rate in the whole growth and development of the GDP in the past few years (India Brand Equity Foundation, n.d). At present, India is the biggest producer of chemical products, basic metals, textiles, pharmaceuticals, electrical machinery, and general machinery and equipment. Design: This research adopted the conceptual research by using a descriptive research design. Secondary data has been collected and analyzed to find out the factors affecting the manufacturing industry. This will help them to cope with the work environment and to effectively handle different situations. Findings: The findings from studies on Leveraging a comprehensive exploration, study delves into the profound impact of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector. Findings illuminate HRM's pivotal role in shaping Enterprise Performance Management (EPM), demonstrating a direct correlation between strategic HR practices and heightened organizational effectiveness. The research underscores the nuanced ways in which HRM practices contribute to enhanced productivity, workforce engagement, and overall operational efficiency within manufacturing enterprises. As organizations align HR strategies with EPM goals, the symbiotic relationship emerges as a critical catalyst for sustained growth and success in the dynamic manufacturing landscape. Originality/Value: This study includes a detailed analysis of the Evolution of Workplace Diversity and its Impact on Organizational Success: A Comprehensive Examination of Diversity Management Strategies Paper type: Conceptual Research

The Impact of Human Resource Management on University Development

As competition in the education industry intensifies and the knowledge economy evolves, the significance of Human Resource Management (HRM) in university institutions. This study aims to explore how HRM affects the sustainable development and competitiveness improvement of universities. This article begins with a theoretical analysis to define the concept of HRM and its particular relevance within university education. The subsequent analysis examines the multi-dimensional framework of university development, encompassing its connotation, goals, and key influencing factors. The article further elaborates on the positive effects of HRM on university teaching quality, scientific research capabilities, organizational culture, and social services. On this basis, the main challenges currently faced by university HRM are discussed, such as talent mobility, institutional constraints, resource limitations, and internationalization pressure. Finally, optimization strategies are proposed, including building a scientific human resources system, enhancing talent training and development, fostering diversity among teaching staff, and improving decision-making efficiency and transparency. The conclusions of this study aim to provide strategic insights for university education managers to better utilize human resource advantages and promote the comprehensive and sustainable development of universities.

The Significance and Influence of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector: An In-Depth Analysis of Enterprise Performance Management (EPM) Impacts

Purpose: Manufacturing industry in India is one of the largest sectors and its continuously attaining growth and development. As focused by the NMCC (National Manufacturing Competitiveness Council, it is put to contribute 25% to the GDP by the year 2025 compared to the recent share of almost 16%. Particularly, the industry contributed 66% to the exports of the nation in FY11 and has been reinforcing at a CAGR of 20% in the past five years. Manufacturing holds a major position in the economy of the country, India, reporting for almost 16% of actual GDP in FY12 and employing nearly 12% of the labour force of India. The growth and development in the industry has been matching a very strong rate in the whole growth and development of the GDP in the past few years (India Brand Equity Foundation, n.d).At present, India is the biggest producer of chemical products, basic metals, textiles, pharmaceuticals, electrical machinery and general machinery and equipment. Design: This research adopted the conceptual research by using a descriptive research design. Secondary data has been collected and analyzed to find out the factors affecting the manufacturing. industry. This will help them to cope with the work environment and to effectively handle different situations. Findings: The findings from studies on Leveraging a comprehensive exploration, the study delves into the profound impact of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector. Findings illuminate HRM's pivotal role in shaping Enterprise Performance Management (EPM), demonstrating a direct correlation between strategic HR practices and heightened organizational effectiveness. The research underscores the nuanced ways in which HRM practices contribute to enhanced productivity, workforce engagement, and overall operational efficiency within manufacturing enterprises. As organizations align HR strategies with EPM goals, the symbiotic relationship emerges as a critical catalyst for sustained growth and success in the dynamic manufacturing landscape. Originality/value: This study includes a detailed analysis of the Significance and Influence of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector: An In-Depth Analysis of Enterprise Performance Management (EPM) Impacts. Paper type: Conceptual Research.

Mapping the landscape of HRM research in higher education: a 40-year review and directions for future research

PurposeThe purpose of this study is to analyze and map the terrain of human resource management (HRM) in higher education (HE) contexts, with the aim of uncovering potential gaps within the existing knowledge base.Design/methodology/approachThis study employs a unique, in-depth bibliometric analysis of 945 publications from the Web of Science database over the past 40 years between 1981 and 2022.FindingsBased on the bibliometric analysis, the authors retrospectively examined the dominant research themes in HRM within the HE sphere, tracing their evolution over time. Four central clusters emerged: the theoretical foundations of HRM, strategic HRM, organizational culture and human capital development. Furthermore, the authors pinpointed critical research gaps and proposed areas for future inquiry, such as the impact of HRM on productivity, leadership dynamics, sustainable growth development, international staffing strategies and knowledge transfer mechanisms.Research limitations/implicationsThis study demonstrates how academics can use bibliometric techniques to systemize literature, expose potential gaps and suggest fruitful lines of inquiry in the field of investigation. The findings of this study can also help improve the decision-making processes of managers and human resource professionals.Originality/valueThis study provides readers with a systematic understanding of the development of HRM in HE settings and presents forward-looking perspectives, highlighting future research possibilities. Moreover, it validates the significance of bibliometric analysis as an efficient technique for discovering gaps in the existing literature.

The Impact of Human Resource Management in Amhara Regional State on the Development of Sport in Ethiopia

Sport experts' management can be described as a strategic, integrated, and coherent approach to the employment, development, and well-being of the people working in organizations. It has a strong conceptual basis drawn from the behavioral sciences and strategic management, and human capital theories. Little is known about the impact of sport experts' management on the development of sport. Therefore, this study intended to scrutinize the impact of sport expert's management on the development of sport in Amhara national regional state, Ethiopia. To achieve the stated purpose, correlational study. Data was collected from 108 sports experts through 55 questionnaires. Percent, reliability, Kolmogorov-Smirnov test, correlation, and linear regression by SPSS version 23 were used for data entry and analysis at 0.05 level. The results show that sports experts' management practices, ESH (r, .380, .001); EWC (r .411, .000); EPA (r. 502, .000); EMS (r, .638, .000), and ETS (r, .505, .000) have significant positive associations to the development of sport, respectively. Moreover, the sport expert's management has a46.2 % impaction the development of sport. EWC (B. 126, .000) and EMS (B= .616, .000) show significant positive predictions. Therefore, it can conclude that the sport expert's management has an appositive and moderate to large association and 46.2% impaction the development of sport. Furthermore, the researchers recommend that the office should design and exercise a sound human resource management structure that helps the development of sport.

“From strategic weapon to underperformer”—leader perceptions on human resource management in Finnish municipalities

PurposeThis study explores municipal leaders' perceptions on strategic human resource management in their local government organization. Previous studies on companies demonstrate that the top manager's perceptions of the importance of human resource management (HRM) for the organization are reflected in the quality of human resource management and its strategic role. The authors are interested in how leaders in municipalities perceive HRM.Design/methodology/approachThe authors interviewed 30 leaders of Finnish municipalities for this qualitative study focused on municipal leaders' perceptions of HRM. The authors applied a discourse analytical approach in the analysis.FindingsThe authors recognized four discourses that frame perceptions of HRM: HRM as a strategic weapon, HRM as an underperformer, HRM as a matter of formality and HRM as a cost generator. In addition, the authors recognized that the discourses reflected leaders' self-positioning in relation to the power to impact issues related to HRM. Shifting between distinct roles demonstrated that municipal leaders' emphasis on HRM and its strategic alignment reflects the power relations in the municipality and the attitudes to the importance of HRM.Originality/valueThis study contributes to the academic discussions on HRM in municipalities and provides views on the municipal leader's role and impact on valuing and investing in HRM. From a practical point of view, the study will increase municipal leaders' knowledge of HRM's impact on the performance of the organization and also of the possible means of HRM.

Management of Human Resources in the Health System in Kosovo

This study aims to examine the complex interaction between human resource management and health, with particular emphasis on the context of the health system in Kosovo. Through detailed research and subsequent analysis, we aimed to highlight the importance of addressing specific and critical questions to senior leadership and cooperation with international organizations. The main purpose of this study is to examine the impact of human resource management on the performance and productivity of health personnel in Kosovo. We aimed to understand how factors such as motivation, working conditions and respect for employee rights affect the productivity of health personnel. To achieve the goal of this study, we used a research methodology that includes direct interviews with health personnel in health institutions in Kosovo. We used a structured questionnaire to collect data on demographics, working conditions, motivation, income and the impact of employee rights violations on their performance. The collected data were analyzed using the Statistical Technique for the Social Sciences (SPSS) to assess correlations and different effects. The analysis of the data shows a clear connection between factors such as motivation, working conditions and respect for the rights of employees with the productivity of health personnel. The results confirm a positive impact of motivation on productivity, while working conditions and lack of respect for employees' rights show a negative impact. A limited impact has been observed for the lack of respect for the rights of employees on their performance. The results of this study are of special importance for the management of human resources in the health system of Kosovo. To improve the productivity and performance of health personnel, it is necessary to address working conditions and ensure proper motivation. Interventions for improving the respect of employees' rights and increasing working conditions will positively affect the performance and quality of the health services provided.

The Effects of Human Resources Management on Organizational Performance and Organizational Climate: A Study in Konya Industry

Purpose –This study aims to determine the impact of human resource management on organizational performance and organizational climate.Design/methodology/approach–In the study, "SPSS 23.0 and AMOS" programs were used to analyze the data collected by questionnaire method. Reliability and validity analysis, normality tests, and EFA were performed to define and summarize the observed variables and to reveal the workable factors. Subsequently, confirmatory factor analysis (CFA) was conducted to reveal the structural validity of the variables and Path analysis was used to test the hypotheses.Findings –According to the results of the research, it was determined that human resource management has a significant positive effect on organizational performance (ß=,86; p<,05) and human resource management has a significant positive effect on organizational climate (ß=,82; p<,05). In addition, the levels of relationship between demographic variables and organizational performance and organizational climate were also tested. As a result, it was seen that the perception levels towards organizational performance and organizational climate showed a significant difference according to the participants' years of employment (seniority) and total years of employment in the organization.Discussion –The results regarding the impact of human resource management on organizational performance and organizational climate are related to the literature. In the study conducted by Alzaeane (2018) with the employees of an oil company operating in Libya, it is seen that human resource management has a significant effect on organizational performance. Cafferkey and Dundon (2015) found that human resource management has a significant effect on organizational climate. In the study conducted by Chakraborty and Biswas (2021), it is seen that human resource management has a significant effect on organizational climate and organizational performance.

HUMAN RESOURCE MANAGEMENT AND BUSINESS INTELLIGENCE

This paper will present the results of the research of relevant literature and research conducted in the practice of small and medium-sized enterprises with the aim of examining the possibilities of applying business intelligence and the impact of human resource management on the improvement of business operations. Companies today, in the conditions of increasing competition, have a complex task of how to survive in the global market and maintain a competitive advantage. In their business, companies are faced with huge amounts of data that they get from internal and external sources and have a huge problem of how to choose and extract from that huge amount of data the ones they need for business. In this sense, companies are increasingly turning to the use of modern information and communication technologies for the purpose of processing large amounts of data, and are especially based on the application of business intelligence and the methods, techniques and tools that this sophisticated technology provides. During the implementation of this research, professional literature, scientific articles, domestic and above all foreign eminent experts were studied, as well as the latest works published on the Internet in the field of business intelligence and human resource management. The goal of this research paper is to present and compare different theories of business intelligence and the impact that human resources can have in business, as well as to present the specifics of business intelligence application, potential costs, risks and benefits that you can expect from the introduction of such a system. In this research work, the problem of effective application of business intelligent systems will be investigated, as well as the critical factors that influence the successful application of these technologies, with a special emphasis on the influence of human resources, methodological approach, through research and studious analysis of the latest scientific research in this field applied, how in theory as well as in practice. The paper will present the results of how the application of business intelligence methods and tools contributes to more efficient operations of small and medium-sized enterprises. In addition, the paper will present the results of a practical example in the practice of a company that is in the process of introducing a business intelligence system, and the way of implementing the decision. The results of the research provide important information for certain companies, as well as managers and providers of IT solutions in search of greater, more efficient and continuous application of business intelligence systems. In order to confirm the theoretical results, research was conducted with semi-structured interviews, detailed conversations with key users of the business intelligence system. When looking at the organizational characteristics of the company and the business environment of using the business intelligence system, we primarily focus on the elements that, along with the considered characteristics of business intelligence and human resources, emphasize their strategic importance for small and medium-sized companies, the size of the company (eg: strategic direction, achieving corporate goals and the company's focus on its clients).

THEORETICAL ASPECTS OF STRATEGIC PERSONNEL MANAGEMENT RESEARCH

With the rapid economic development and increasingly fierce social competition, the accelerated development of global digitalization, the current enterprises are characterized by the development of informatization, and the role and impact of human resource management on enterprise performance are becoming more and more prominent. Enterprises are people-oriented, and on the basis of this concept, enterprises gradually explore a human resource management system suitable for enterprises. In the face of the current environment and the task of high-quality development of the country, traditional personnel management can no longer meet the needs of enterprise development, human resource management has gradually been upgraded to the level of strategic planning, and more and more enterprises realize the importance of strategic human resource management. In the face of many challenges, enterprises should be based on the industry, start from the aspect of talent management, stimulate the motivation of internal talents, and continuously improve the autonomy and creativity of internal talents in all aspects of work. Talent management is not only the basic condition for the normal operation of enterprises, but also the focus of whether enterprises can develop smoothly, and the conditions for the continuous improvement of economic benefits of enterprises. If enterprises want to make strategic results, they must establish the connection between human resources and enterprises at the strategic level, and sort out and formulate human resources work plans from corporate strategies. Human resource management has always occupied a very important position in enterprise management, and strategic human resource management is more suitable for the development of enterprises in the current economic and competitive environment. Based on the theory of strategic human resource management, this paper analyzes Huawei's concepts and tools for building a strategic human resources system based on its theoretical concepts, core contents, and importance in enterprises, in order to provide some experience and enlightenment for other enterprises.

Impact of Human Resource Management (HRM) Practices on Teachers Performance in Golaghat District, Assam, India

This study examines the impact of Human Resource Management (HRM) practices on the performance of teachers in colleges under Golaghat District, Assam. The research adopts a descriptive research design with analytical and descriptive approaches. Data was collected from both primary and secondary sources, including interviews and questionnaires. The study population comprised 215 teaching faculty and 24 administrative staff from four colleges in the region. A stratified random sampling technique was used to select a sample of 74 respondents. The study assessed four HRM practices: Training & Development, Performance Appraisal, Compensation Practices, and Employees Participation. Descriptive statistics were employed to analyze the data and determine the mean values of each HRM practice. Results indicate that teachers were satisfied with Training & Development practices and Compensation Practices offered by the colleges. However, their perception of Performance Appraisal was neutral, while they positively acknowledged Employees Participation policies. Regression analysis was conducted to assess the significance of the relationship between HRM practices and teachers' performance. The results revealed that the variation in teachers' performance was not adequately explained by the variation in HRM practices, with an adjusted R2 value of 0.141. The study concludes that HRM practices alone may not be sufficient to explain the variation in teachers' performance. Additional factors not considered in the model may play a more significant role in influencing teachers' effectiveness. The study also highlights the need for further research to identify other variables that could impact teachers' performance. The findings suggest that educational institutions should continuously improve and implement effective HRM practices to enhance teachers' performance and contribute to the overall success of the organization. The study contributes valuable insights to the existing literature on HRM practices and employee performance in the context of academic institutions in Golaghat District, Assam.

The Effect of Human Resources Practices on Sport Organization’s Performance in Oman: The Mediating Role of Leadership Style

Purpose: This paper examines the impact of human resource management (HRM) practices on organizational performance, with mediating role of leadership style. Theoretical framework: This study integrates theoretical perspectives on HRM practices Namely (the recruitment selection process, incentive system, and training & development), Leadership style and organisational performance. The conceptual model for this study was developed based on previous research in the field of HRM practices and leadership styles globally. The conceptual model has HRM practices as an independent variable (IV), Leadership style as a mediator and organisational performance as a dependent variable (DV). Design/Methodology/Approach: A survey questionnaire instrument was employed to collect data from 156 employees working at sport organisations in Oman. SPSS was used for analysing the data, and Smart-PLS were used to test the proposed hypotheses. Findings: The result revealed that human resource practices are significantly related to organisational performance. Also, leadership styles mediated the influence of HRM practises on organisational performance. Research, practical & social implications: The finding of this study provides valuable insights into sport organisations in Oman can enhance their HRM practices to improve organisational performance and achieve their goals. Moreover, it has been recommended that organizations use a leadership style that enhances organizational performance. The results come from a cross-sectional study which was done at the convenience of the researcher. The results may not be generalized across the country. The application of the results to other organisations must be done with maximum care. Originality/Value: This study adds to the literature on the effectiveness of HRM practices, Leadership style in enhancing organisational performance in a specific context namely the sport organisations in Oman. The study also highlights the mediating role of leadership style in the relationship between HRM practices and organisational performance.