How does work engagement mediate the association between human resources management and organizational performance?

Pombo, Gonçalo; Gomes, Jorge

doi:10.21511/ppm.16(3).2018.06

Cited by 9 publications

(9 citation statements)

References 69 publications

(61 reference statements)

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“…In the process of the development and implementation of the system, mechanisms, and tools of HR management, it is necessary to take into account the specifics of high-tech activities; to apply a wide range of approaches and methods aimed at attracting creative personalities, enhancing employees' creative initiative, creating an atmosphere, which contributes to the discovery of employees' capabilities and encourages their development [3].…”

Section: Resultsmentioning

confidence: 99%

Innovative instruments for increasing the efficiency of human resources management of IT-companies

NESTERENKO,

LIUBONKO

2023

Econ. Fin. Law

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The mechanism of improving the efficiency of human resources management at IT-companies updates the implementation of innovative management tools in the processes of hiring, developing, and evaluating their employees. The goal of the work is to deepen the theoretical and conceptual foundations of the effectiveness of HR management at IT-companies in the social and labor context and to develop scientific and applied recommendations regarding the mechanism of its enhancement in the conditions of formation of a new economy. Measures outlined in the paper to apply the competency approach, to introduce the talent management algorithm on a systematic basis, and to develop the system of key performance indicators should be considered as a component of scientific and practical recommendations for improving the efficiency of human resources management in IT enterprises in the social and labor dimension. In order to improve the efficiency of human resources management at IT enterprises, it is necessary to develop and introduce a perfect mechanism as a systemic integrity of economic, social, and organizational processes of creating preconditions for innovative development of the enterprise as a benefit for the employer and decent work as a benefit for the employees. The scientific platform of the theoretical and applied construct of such a mechanism should be the managerial paradigm of harmonization of social and labor relations, and its internal architectonics should be formed in compliance with the values of corporate social responsibility and contain innovative tools in the format of the goals and results management system in contrast to the functions management system. On the basis of understanding of the essence and regulatory consolidation of competencies as the ability of a person to perform a certain type of activity, the model of functional and behavioral competencies of the IT project manager is developed, the trajectory of development of talents in the field of computer programming is given, the methodological basis of construction and the algorithm of development of the key system are developed and performance indicators are implemented.

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Section: Resultsmentioning

confidence: 99%

Innovative instruments for increasing the efficiency of human resources management of IT-companies

NESTERENKO,

LIUBONKO

2023

Econ. Fin. Law

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“…Research shows that work engagement has a significant impact on both individual and organizational outcomes. Organizations reporting high levels of employee engagement consistently outperform their peers on financial and market indices (Pombo and Gomes, 2018). Work engagement has also been found to improve outcomes at the individual level with engaged employees reporting higher performance, job satisfaction and citizenship behaviors, and reduced turnover intentions and absenteeism (Agyemang and Ofei, 2013; Karatepe and Aga, 2016; Kaya and Karatepe, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

The effect of social support on teleworker environment and work engagement: a multimethod analysis

Kakkar

Kuril

Saha

et al. 2023

ITP

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PurposeEmploying the “Job demands-resources (JD-R)” framework, this study examines the impact of co-occurring social supports (supervisor, coworker, and family support) on the telework environment and employee engagement.Design/methodology/approachThe study uses a multimethod approach. Data from 294 employees belonging to Indian technology organizations were collected and analyzed using the partial least squares (PLS)-based structure equation modeling software SmartPLS4. Following this, necessary condition analysis (NCA) was carried out using the NCA package for R.FindingsTelework environment was found to mediate the relationship between social support and work engagement. Supervisor support and instrumental family support were identified as predictors as well as necessary conditions for telework environment. Coworker support was identified both as a predictor and necessary condition for telework environment. Although emotional family support was found to be a predictor of telework environment, it was not identified as a necessary condition.Practical implicationsThe findings indicate that coworker support and family instrumental support are as important for telework success as supervisor support. Moreover, our findings suggest that varying levels of telework environments (low, moderate, and high) may necessitate distinct social support configurations. Consequently, organizations should match their social support configuration to match their overall teleworking strategy.Originality/valueA basic premise of the JD-R framework is that resources exist in caravans (bundles). However, previous research (in telework) has concentrated on only one or two kinds of social support, that too in varying situational contexts, limiting generalizability of the findings. This has also produced inconsistent conclusions concerning the role of support providers such as coworkers and family. Recent developments in JD-R also suggest that the role of resources may vary in terms of their importance (necessity) for work engagement. By augmenting standard regression-based techniques with NCA, the authors explore these issues to provide a more thorough understanding of the influence of social supports on work engagement in telework situations.

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“…Shah [34] proposed a model comprising seven GHRM practices: green compensation management, green health and safety, green job design, green labor relations and green performance management, green recruitment and selection and green training and development. Although no studies were found regarding green HRM practices in Portugal, research focused on employees' perceptions of HR practices [8] and its antecedents and outcomes [35,36].…”

Section: -1-green Human Resources Managementmentioning

confidence: 99%

Green Human Resources Practices and Person-Organization Fit: The Moderating Role of the Personal Environmental Commitment

et al. 2022

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Based on the 2030 Agenda of the United Nations (UN), where 17 Sustainable Development Goals (SDGs) are identified, the present study aims to (1) propose a measure for the perception of green human resources management practices; (2) investigate its relationship with the employees’ person-organization fit, and (3) analyze the moderating role of personal environmental commitment in the relationship between the perception of green human resources management practices and employees’ person-organization fit. A quantitative and hypothetical-deductive approach was used, and a sample of 204 Portuguese employees responded to an online questionnaire. The results showed (1) that the proposed measure for the perception of green HR practices was adapted to the Portuguese population and showed excellent internal consistency; (2) a significant and positive relationship between perceived green HR practices and person-organization fit; and (3) that this relationship can be moderated by high personal environmental commitment. The study presents novelty and contributes to the existing literature concerning green HR practices by proposing an adapted measure, relating it to person-organization fit, and verifying the moderated role of personal environmental commitment. Thus, the effective implementation of green HRM practices is highlighted to promote positive consequences in the organization and the employees. Doi: 10.28991/ESJ-2022-06-05-02 Full Text: PDF

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How does work engagement mediate the association between human resources management and organizational performance?

Cited by 9 publications

References 69 publications

Innovative instruments for increasing the efficiency of human resources management of IT-companies

Innovative instruments for increasing the efficiency of human resources management of IT-companies

The effect of social support on teleworker environment and work engagement: a multimethod analysis

Green Human Resources Practices and Person-Organization Fit: The Moderating Role of the Personal Environmental Commitment

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