Examining the Effect of Motivation on the Influence of Human Resource Practices and Normative Commitment Among SMEs in Selangor

Johar, Elaina Rose; Nor, Norzanah Mat; Rafiey, Hassan; Musa, Rusnifaezah

doi:10.24191/apmaj.v14i1-09

Cited by 4 publications

(8 citation statements)

References 25 publications

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“…Compensation and rewards were measured using 4 items adopted from Presbitero et al, (2015), with a Cronbach's α of 0.71. Training and development were measured with 7 items adopted from Johar et al, (2019), with a Cronbach's α of 0.97. Affective-based trust was measured using 5 items adopted from McAllister (1990), with a Cronbach's α of 0.79.…”

Section: Methodsmentioning

confidence: 99%

Human Resource Practices and Employee Retention: The case of Maldives Small and Medium-sized Enterprises (SMEs)

Hassan,

Huat,

Chen

2023

E-BPJ

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The main objectives of this study are to examine Human Resource (HR) practices (Compensation and rewards, Training and development) and the mediating role (affective-based) of trust in supervisors to retain employees in SMEs in the Maldives using the social exchange theory (SET). A sample of 275 respondents among the employees working in SMEs in the capital city of the Maldives was selected using a simple random sampling method. Data were analysed using SPSS and SmartPLS version 3.7. The findings of this study offer several critical theoretical and practical implications for SME owners and managers interested in enhancing employee retention.

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Section: Methodsmentioning

confidence: 99%

Human Resource Practices and Employee Retention: The case of Maldives Small and Medium-sized Enterprises (SMEs)

Hassan,

Huat,

Chen

2023

E-BPJ

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“…Onwuka and Onwuchekwa (2018) [23] argue that human resource policies and practices have an effect on staff dedication. Various human resource management practices have been shown to significantly increase employees' emotional and long-term loyalty to the company (Johar et al, 2019) [11] .…”

Section: Factors That Influence Employee Commitmentmentioning

confidence: 99%

Effect of compensation policies on employee’s commitment in care homes northwest England UK

Faniran¹,

Velayutham²

2023

Int. J. Res. Hum. Resour. Manage.

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Having committed employees is essential to improve the performance of an organization. Compensation is a major factor that affect the commitment of employees as revealed in literature. Thus, adopting the appropriate compensation strategy may increase employee commitment. In this light, this study examined the effect of compensation policy on employee commitment in Care Homes Northwest England UK. The aim of the study is to examine the effect of compensation policies on employee commitment. To achieve the aim of the study, three hypotheses were tested to ascertain the relationship between three types of compensation policies: guarantee pay, variable pay, and employee benefit. Fifty employees of Care Home Northwest England UK were conveniently sampled, and data analysed using Pearson correlation and ANOVA. The study recommends that since guarantee pay and employee benefit demonstrate a stronger relationship with employee commitment compared to variable pay, Care Home Northwest England UK should consider the combination of guarantee pay and benefit to increase employee commitment and retention.

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“…Maka, penyelidikan terdahulu menemukan kaitan antara amalan HR dan rasa bertanggungjawab, serta usaha membalas budi dengan menzahirkan komitmen sebagai pekerja sebaik mungkin (Almutawa et al 2016;Nurita Juhdi et al 2013;Rose & Raja 2016). Selain itu, kajian oleh Hassan et al (2020), Johar et al (2019 dan Nor et al (2021) telah mengkaji mengenai hubungan di antara amalan sumber manusia dan komitmen pekerja di Malaysia.…”

Section: Sorotan Kajian Komitmen Pekerjaunclassified

“…Tambahan pula, sebuah kajian yang dilakukan oleh Junaidah Hashim et al (2016) ke atas perusahaan mikro di Malaysia jelas menunjukkan bahawa ganjaran berkait rapat dengan komitmen pekerja dan memainkan peranan yang besar. Sebaliknya, kajian di Malaysia oleh Johar et al (2019) menunjukkan ganjaran telah didapati tidak memainkan peranan yang ketara dalam konteks komitmen normatif PENGAMBILAN DAN KOMITMEN PEKERJA Pengambilan dan pemilihan pekerja merupakan istilah yang berhubung kait dengan proses pengambilan kakitangan yang merangkumi temu duga berstruktur dan ujian rasmi calon sepanjang proses guna tenaga (Mulolli et al 2015;Wright et al 2005). Oleh yang demikian, kajian oleh Junaidah Hashim et al ( 2016) yang meneliti amalan HRM perusahaan mikro secara formal di Malaysia menunjukkan bahawa pengambilan pekerja memainkan peranan terhadap komitmen dan kesejahteraan pekerja.…”

Section: Ganjaran Dan Komitmen Pekerjaunclassified

“…Menurut Jamil dan Naeem (2013) pengambilan pekerja daripada pihak luar tidak mempunyai pengaruh yang ketara terhadap komitmen dan kesetiaan pekerja, hal ini menunjukkan bahawa komitmen dan kesetiaan pekerja tidak dipengaruhi oleh penggunaan subkontrak dalam proses pengambilan pekerja. Namun begitu, menurut kajian oleh Johar et al (2019) pengambilan pekerja didapati mempunyai sedikit kesan terhadap komitmen normatif.…”

Section: Ganjaran Dan Komitmen Pekerjaunclassified

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Amalan Sumber Manusia dan Komitmen Pekerja: Peranan Pengantaraan MODEL AMO dalam kalangan PKS di Selangor

2023

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Employee commitment continues to be a major concern for small and medium enterprises (SMEs) in Malaysia. A decrease in SME productivity and frequent job turnover among employees contribute to a decrease in employee commitment. Over time, researchers have found ways to maximize the potential of different and distinctive human resources (HR) and ways to retain them. The purpose of this study is to analyze the relationship between rewards, recruitment, employee involvement, and employee commitment. This study also aims to provide empirical evidence based on theory that shows the role of the ability, motivation, and opportunity model (AMO) as a mediator in obtaining employee commitment and using Social Exchange Theory (SET) to verify the theoretical rationale of the study model. Data was collected from 211 employees working in small and medium enterprises (SMEs) in Selangor, Malaysia. Partial least squares-structural equation modeling (PLS-SEM) was used in this research study to test the developed hypotheses. PLS-SEM with bootstrapping estimation was used to predict and estimate the relationship between variables. The findings show that both rewards and employee involvement have significant effects on employee commitment, and the AMO MODEL mediates the relationship for both recruitment and employee involvement. Therefore, organizations especially SMEs should improve existing reward systems to ensure employees remain committed. Organizations should also be wise to choose employees according to their skills and abilities and provide opportunities for employee involvement in the organization's affairs and activities.

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Examining the Effect of Motivation on the Influence of Human Resource Practices and Normative Commitment Among SMEs in Selangor

Cited by 4 publications

References 25 publications

Human Resource Practices and Employee Retention: The case of Maldives Small and Medium-sized Enterprises (SMEs)

Human Resource Practices and Employee Retention: The case of Maldives Small and Medium-sized Enterprises (SMEs)

Effect of compensation policies on employee’s commitment in care homes northwest England UK

Amalan Sumber Manusia dan Komitmen Pekerja: Peranan Pengantaraan MODEL AMO dalam kalangan PKS di Selangor

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