It is not a case of “one size fits all”: the need for customized HRM practices for employee engagement

Jose, Geetha; Nimmi, P. M.; Mampilly, Sebastian Rupert

doi:10.1108/dlo-01-2021-0021

Cited by 7 publications

(12 citation statements)

References 4 publications

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“…This means people's feelings about HRMP may be linked to WE (Alfes et al, 2013). The existing body of literature has demonstrated a clear and affirmative correlation between the implementation of HRMP and the level of WE (Alfes et al, 2013;Alias, Nor, & Hassan, 2016;Jose & Mampilly, 2021). This leads us to propose the following theory: Hypothesis 2: A positive relationship exists between HRMP and WE.…”

Section: Human Resource Management Practice and Work Engagementmentioning

confidence: 98%

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

Rumawas

2024

IJRTBT

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Hotel employees' innovative behaviour and work engagement are critical to the quality of hospitality services. Although research has established that human resource management benefits individuals, teams, and organizations, it needs to be clarified whether it could promote innovative behaviour and work engagement among hotel employees. This study aimed to investigate the effect of human resource management practices on innovative behaviour among hotel employees and examine work engagement's mediating role in this relationship. Questionnaires from five four-star hotels were given to 152 respondents in order to collect data. The PLS-SEM model was used to evaluate the data. The result showed that human resource management practice significantly and positively affects innovative work behaviour and engagement. Similarly, work engagement substantially positively impacts the innovative work behaviour of hotel employees. The research also demonstrates that work engagement significantly mediated the association between human resource management practice perception and innovative work behaviour.

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Section: Human Resource Management Practice and Work Engagementmentioning

confidence: 98%

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

Rumawas

2024

IJRTBT

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“…Keyko et al (2016) opined that in the professional nursing practice, work engagement is so critical and important to consider when dealing with the challenges present in the healthcare system. According to Jose and Mampilly (2021), a healthy relationship between the employers and employees is essential to develop engagement among the employees and research on how HRM practices lead to engagement is actively being discussed with a proposition that ability, motivation and opportunity enhancing HRM practices leads to greater engagement. Under the influence of social exchange relationships, HPWS may lead to work engagement (Zhang et al, 2013).…”

Section: Reference Hpws Studiesmentioning

confidence: 99%

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Padamata,

Vangapandu

2023

IJPPM

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PurposeBy following the “employee-centric” approach, this study aims at identifying the impact of high-performance work systems (HPWS) on specific employee attitudinal outcomes such as work engagement, job satisfaction and affective commitment in the Indian healthcare industry.Design/methodology/approachThe target population for this study includes the nurses working in large private multi-specialty tertiary care hospitals in India. Partial Least Squares Structural Equation Modelling (PLS-SEM) techniques are used on a sample of 152 nurses working in two large specialty hospitals.FindingsIn the Indian healthcare industry context, the nurse's perception of HPWS has shown a significant positive effect on their attitudinal variables such as work engagement, job satisfaction and affective commitment. When checked for mediation of work engagement and job satisfaction variables in HPWS – affective commitment relationship, nurse's job satisfaction partially mediated the relationship, but nurse's work engagement has shown no mediation effect.Originality/valueThis is one of the pioneering studies conducted in the Indian healthcare industry context, especially on the nurse's sample in identifying the impact of high-performance work systems on their attitudinal outcomes. Underscoring the paucity of HPWS research in the Indian healthcare industry, this study's findings will be an addition to the HPWS literature and also to the nursing research in the Indian healthcare settings.

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“…Prior studies have acknowledged the link between HRM practices and employee engagement and psychological resources (psychological safety and psychological availability) and engagement (Jose et al, 2021). Xanthopoulou et al (2007) noted that personal resources mediated the association between job resources and engagement.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

HRM practices and employee engagement: role of personal resources- a study among nurses

Jose

Nimmi

Kuriakose

2022

IJPPM

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PurposeThe study aims to look into the mechanism by which perceived human resource management (HRM) practices impact nurses' engagement, by specifically looking into the role of psychological availability and psychological safety.Design/methodology/approachA cross-sectional questionnaire survey was conducted among nurses (n = 465). Data were collected from nurses of National Accreditation Board for Hospitals and Healthcare Providers (NABH) accredited hospitals by employing two stage sampling.FindingsResults indicate significant positive association between HRM practices and employee engagement. Role of psychological safety and psychological availability as mediators was also confirmed. The study supported the proposition that HRM practices affected employee engagement through psychological safety and then psychological availability thus approving serial mediation.Originality/valueThis research also contributes to a more comprehensive understanding of the ways to achieve employees' psychological safety, availability, and thus nurse engagement.

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It is not a case of “one size fits all”: the need for customized HRM practices for employee engagement

Cited by 7 publications

References 4 publications

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

HRM practices and employee engagement: role of personal resources- a study among nurses

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