This paper aims to elucidate the effects of Human Resource Information System (HRIS) implementation on turnover intention and employee satisfaction. In the current research, a comprehensive case of e-Recruiting system implementation was investigated, to study unintended consequences based on the perception level of employees, during HRIS use. For this purpose, a conceptual model was used; developed and tested, which combines the attitude and belief factor of technology adoption with job-related outcomes. The data was collected from 167 HR employees working in a global firm, which implemented a novel HRIS for its hiring department. The results of the present study revealed that, employee satisfaction mediates the indirect effect of perception towards applying HRIS on turnover intention. The findings of the present study provide additional information on systems use and technology acceptance, by proposing work-related consequences, as significant extra success variables.
PurposeThe aim of this paper is to examine the effect of talent management (TM) practices on employee performance (EP) among academic staff of Malaysian private universities (MPU) through employee engagement (EE).Design/methodology/approachThis paper used both descriptive and quantitative approaches, while the research unit of analysis consists of MPU academic staff. A simple random and stratified sampling approach was utilized in this study while, the research sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the target population, while partial least squares–structural equation modeling was used to evaluate the study hypotheses through a bootstrapping approach.FindingsThis paper results demonstrated that TM practices (succession planning practice, promotion practice and performance appraisal practice) have a significant effect on EP, while EE mediates the relationship between TM practices and EP in MPU.Practical implicationsThis paper encourages university management to adopt and invest in TM practices for effective EE to achieve and sustain EP.Originality/valueThis paper has made a significant contribution to knowledge and to the operationalization of EE, EP and TM practices literature, which could help to develop theory, model, practice and research in areas of work performance.
PurposeThe aim of this research is to investigate the mediating effect of employee engagement (EE) on the relationship between employee relation practice and employee performance in Malaysian private universities (MPUs).Design/methodology/approachThis paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. A sample of 314 teaching staff was used out of the target population (10,473) of the research, while simple random and stratified sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires, and partial least square-structural equation modelling (PLS-SEM) was utilized to evaluate the research hypotheses.FindingsThe outcome of the research revealed that employee relation practice (ERP) has a substantial effect on employee performance (EP), and EE partially mediates the relationship between ERP and EP.Practical implicationsThe outcome of this study has urged the universities' management to focus on building effective and sustainable ERP that will ensure academic engagement that can result to sound academic performance and university growth.Originality/valueThis research has contributed significantly to the body of knowledge by operationalizing EP, ERP and EE literature. In extension, this research contributes to develop the literature of leaders, acknowledging the ERP as an important tool for leadership growth.
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