Due to high involvement of human resource management (HRM), it has been a challenge for the organization to manage the external turbulence like war or government policy changes. This makes the HRM department play a crucial role to manage their employees together with the welfare of the organization. The main purpose of the article is to investigate the relationship between strategic HRM (SHRM) practices and organizational commitment (OC). Hypothesis was developed considering seven key SHRM practices and OC and subsequently testing based on data from 52 oil and gas companies in Libya. The findings using structural equation modeling revealed that employees are more committed to the organization when they get best SHRM. Internal career ladders on job training and pay for performance were the key SHRM practices identified that influence employee's commitment toward the organization. Further, it was shown that the employees are more concerned of their job security and dynamic working environment. Employees with the help of organizational support will be able to contribute to enhance OC.
The global environment is gradually deteriorating, and the construction sector is commonly considered as most influential to such issues extending from non-renewable resource depletion to global warming. Developing countries in Asia produce more than 60% of the CO2 emissions and this increases from year to year in the real estate industries. Traditional building materials experience low environmental performance; furthermore, they can lead to several risks related to the environment which consists of the construction process and building operation, such as the diverse emission of hazardous waste. Therefore, green procurement has been considered as a gateway approach for enhancing the environmental performance in the building industry. Since the procurement phase is the early stage of the project lifecycle, it is the most noteworthy to ensure a sustainable future perspective. Therefore, this paper intends to establish a theoretical outlook to exploit the enablers and barriers for promoting green procurement in the construction industry.
This article examines the relationship between strategic human resource management (SHRM) practices, perceived organizational support (POS) and employee trust. Due to uncertainty in the business environment, the Libyan oil and gas companies have been unable to focus on their internal organizational strengths and weaknesses. It has been a challenge for the organizations to deal with their internal capabilities. Therefore, the proposed framework and its findings are expected to improve our understanding of the importance of human resources (HRs) to deal with an environment that is fraught with uncertainties. Some analysis of the work in this article was conducted and presented in 2015. This article is a part of large project and a quantitative survey approach was used, followed by a sample frame consisting of the Libyan oil and gas sector companies that employ at least 50 employees. Structural equation modelling techniques were used to analyse the data. The results indicate that oil and gas companies pursuing best SHRM practices along with POS achieve enhanced trust of employees. This provides better understanding about the importance of SHRM practices to assist HR practitioners to support and manage employees, subsequently leading to sustainable performance.
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