Impact of Human Capital Management Practices on Employees’ Job Performance

Zeb, Ali; Abdullah, Nor Hazana; Javaid, Mudaser; Khan, Muhammad Asad

doi:10.1088/1742-6596/1049/1/012020

Cited by 23 publications

(29 citation statements)

References 31 publications

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“…The findings revealed that extensive training has a stronger influence on job performance than selective staffing. The findings were consistent with the study of Zeb et al (2018a), which asserts that much of work performance is an attribute of enough extensive training programs. Training programs should be conducted at PTCL to improve employee knowledge.…”

Section: Discussionsupporting

confidence: 90%

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

Zeb

Rehman

Imran

et al. 2020

IJPL

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PurposeThis empirical study aims to explore the linkage among authentic leadership traits and job performance via the mediating role of high-performance human resource practices (HPHRPs) in a developing country context. Social exchange theory and trait theory are widely employed in many disciplines but seldom applied to job performance among Pakistan Telecommunication Company Limited (PTCL) employees.Design/methodology/approachThe sample of the study is PTCL's employees. A cross-sectional design was employed and data was collected from 377 employees via questionnaire. This is an exploratory study; therefore, partial least square–structural equation modeling (PLS-SEM) was employed to answer the research questions.FindingsThe findings of this study revealed that relational transparency, directly and indirectly, influenced job performance with the partial mediating role of selective staffing and extensive training. Furthermore, balance processing, directly and indirectly, influenced job performance with the partial mediating role of incentive reward, while self-awareness, internalized moral perspective, employment security and result-oriented appraisal were insignificant influences on job performance.Practical implicationsThe results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries.Originality/valueThis study found and reported authentic leadership traits and HPHR as the main sources of job performance in PTCL. This study empirically examined the influence of authentic leadership traits on job performance with the mediating role of a bundle of HPHRPs in a developing context.

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Section: Discussionsupporting

confidence: 90%

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

Zeb

Rehman

Imran

et al. 2020

IJPL

Self Cite

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“…The organizations focusing on the development of human capital result in higher performance of their employees (Chadwick, 2017). The organizations adopt appropriate HPWS to develop human capital that results in higher level of performance (Subramony et al , 2018; Zeb et al , 2018).…”

Section: Discussionmentioning

confidence: 99%

The role of high-performance work system and human capital in enhancing job performance

Imran

Atiya

2020

WJEMSD

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PurposeThe aim of the current research is to examine how job performance is affected by high-performance work system (HPWS) and human capital. Furthermore, the research focuses on exploring the mediating role played by human capital in HPWS and job performance relationship.Design/methodology/approachData was collected from service sector employees. A sample of 400 respondents was selected from the chosen population using purposive sampling.FindingsThe results reveal that HPWS and human capital positively and significantly affect job performance. The impact of HPWS in creating human capital was also supported. The research also hypothesized mediating role played by human capital in HPWS and job performance relationship, and it was partially supported.Originality/valueRecent literature is evident of the relationship between performance and HPWS; however, the mechanism between these variables is still unclear (Demirbag et al., 2014). There is a need of identifying the factors that strengthen this relationship. The current research is an attempt to fill this gap by examining the effect of HPWS on job performance. Furthermore, it explores the role played by human capital in strengthening the connection of HPWS and job performance.

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“…The analyses performed pointed out a positive correlation between academic human capital and their salaries. Zeb, Abdullah and Javaid (2018) analysed the relationship between human capital management (which includes selection, recruitment, training and development), employee job performance, and performance appraisal in the telecom sector of Pakistan. To discover the influence of human capital management practices on the job performance of employees, a study of Asiaei and Jusoh (2015) analysed the contribution of intellectual capital in enhancing firm performance in Tehran.…”

Section: Literature Reviewmentioning

confidence: 99%

The Impact of Intellectual Capital on Job Performance based on Faculty Members’ Perceptions at Universities

Zerr¹,

A’aqoulah²

2021

IBR

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Intellectual capital considers intangible efforts that complete each other. The conversion of efforts and knowledge into valuable assets has come to be known as intellectual capital. This study aims to examine the impact of intellectual capital on the job performance of faculty members at universities. The study used a cross-sectional design. The study population was the academic staff at Jordanian universities. The participants were chosen randomly from different faculties. The study relied on a quantitative method, and the tool for data collection was a questionnaire. The results found that the intellectual capital at universities was high, and the job performance of these universities was also high. In addition, the study found a highly positive impact of intellectual capital on job performance. This study discovers the impact of intellectual capital on the job performance of faculty members at universities. It also draws attention to the importance of intellectual capital in enhancing university performance. This study is useful for decision-makers at universities to maintain their performance and improve the higher-education system in Jordan.

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Impact of Human Capital Management Practices on Employees’ Job Performance

Cited by 23 publications

References 31 publications

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

The role of high-performance work system and human capital in enhancing job performance

The Impact of Intellectual Capital on Job Performance based on Faculty Members’ Perceptions at Universities

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