Specific HR practices and employee commitment: the mediating role of job satisfaction

Mahmood, Arshad; Akhtar, Muhammad Naseer; Talat, Usman; Shuai, Chuanmin; Hyatt, James C.

doi:10.1108/er-03-2018-0074

Cited by 73 publications

(119 citation statements)

References 70 publications

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“…In line with our study's findings, the impact of HPWS on employee job satisfaction (Heffernan & Dundon, 2016;Kloutsiniotis & Mihail, 2017;Mahmood et al, 2019) as well as the impact of job satisfaction on organizational performance (Budie et al, 2019;Delaney & Huselid, 1996;Schyns & Croon, 2006) has been confirmed in several studies.…”

Section: Discussion and Comparisonsupporting

confidence: 91%

“…According to the results of this study, when employee resilience, which is a set of individual skills and characteristics, is improved, this can have benefits both at the individual and organizational levels due the effective application of HPWS. In another study that looked at the banking industry, Mahmood et al (2019) confirmed that HPWS has a positive effect on organizational commitment of employees by enhancing their levels of job satisfaction.…”

Section: Introductionmentioning

confidence: 83%

“…Finally, the designed framework is implemented in the banking industry. Specifically, the designed framework Cooke et al, 2019;Ogbonnaya & Valizade, 2018;Mahmood et al, 2019;Xian et al, 2019;Bal et al, 2013;Gibbs & Ashill, 2013;Takeuchi et al, 2007 2 Absenteeism rate Ogbonnaya & Valizade, 2018;Guthrie et al, 2009;Cafferkey & Dundon, 2015 3 Organizational commitment Cafferkey & Dundon, 2015;Gibbs & Ashill, 2013;Messersmith et al, 2011;Katou, 2011;Boxall et al, 2011 4 Employee turnover Zungbey et al, 2019;Selden & Sowa, 2015;Guthrie, 2001;Shaw et al, 2005;Guthrie et al, 2009;Huselid, 1995 5 Employee resilience Ubeda-Garc ıa et al, 2018;Chang et al, 2014 6 Occupational safety Zacharatos et al, 2005 7 Career adaptability Safavi & Karatepe, 2018 8 Employee trust Searle & Skinner, 2011; Xian et al, 2019 9…”

Section: Research Stepsmentioning

confidence: 99%

See 2 more Smart Citations

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

Estiri

Dahooie

Vanaki

et al. 2020

Economic Research-Ekonomska Istraživanja

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Research in strategic human resource management indicates that high performance work systems (HPWS) have a positive impact on the overall performance of an organization as a result of better human resource (HR) outcomes. Regarding the multi-dimensional and complex nature of these factors, common statistical models are not useful for examining the performance of HPWS. Using the capabilities of multi-attribute decision-making (MADM) methods to deal with various criteria that may be contradictory, this study proposes a MADM-based framework that provides the opportunity to prioritize HR practices. Based on this framework, high-performance HR practices and their related HR outcomes were identified after studying the theoretical literature and ascertaining the views of decision-makers and HR experts. Then, after looking at the interactions among HR outcomes, the weights of the criteria were calculated using the method of the decision making trial and evaluation laboratory (DEMATEL). Then, the alternatives were ranked using the multi-attributive border approximation area comparison (MABAC) method. Finally, the designed framework was implemented in an organization active in the banking industry. This framework can be used to improve employees' performance and, consequently, the performance of the organization. Accordingly, taking into account the resource constraints organizations face, the priorities presented can be helpful in budgeting human-resource-management (HRM) improvement projects and making an appropriate resource allocation for this.

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Section: Discussion and Comparisonsupporting

confidence: 91%

Section: Introductionmentioning

confidence: 83%

Section: Research Stepsmentioning

confidence: 99%

See 1 more Smart Citation

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

Estiri

Dahooie

Vanaki

et al. 2020

Economic Research-Ekonomska Istraživanja

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“…Sementara itu, komitmen dianggap sebagai suatu keterikatan secara afektif dan emosional terhadap organisasinya sehingga individu berkomitmen terlibat dan menikmati keanggotaannya (Melewar et al, 2016;Miao & Cao, 2019). Di sisi lain, Chang & Chen (2011); Mahmood et al (2019) menjelaskan bahwa komitmen organisasi bisa dibentuk dari tindakan berupa finansial dan nonfinansial sehingga karyawan berusaha untuk memberikan yang terbaik kepada organisasinya.…”

Section: Komitmen Organisasiunclassified

Model kinerja koperasi

Aristana¹,

Junipisa²,

Yogantara³

2020

jeb

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Penelitian ini bertujuan untuk menganalisis hubungan antara empowering leadership, budaya organisasi dan komitmen organisasi dengan kinerja koperasi, serta menguji peran komitmen organisasi sebagai pemediasi hubungan antara empowering leadership dan budaya organisasi dengan kinerja koperasi. Untuk itu, penelitian ini merupakan penelitian kausalitas yang menggunakan pendekatan kuantitatif, dengan metode pengumpulan data melalui penyebaran kuesioner. Adapun populasi penelitian ini adalah seluruh koperasi yang masih aktif di Kecamatan Klungkung yang berjumlah 132 unit koperasi. Data yang diperoleh dianalisis dengan metode structural equation model (SEM) berbasis partial least square (PLS). Hasil penelitian ini menunjukkan bahwa empowering leadership, budaya organisasi, dan komitmen organisasi memiliki hubungan signifikan dengan kinerja koperasi. Selain itu, budaya organisasi juga memiliki hubungan signifikan dengan komitmen organisasi. Akan tetapi, empowering leadership tidak terbukti memiliki hubungan signifikan dengan komitmen organisasi. Hasil lebih lanjut menunjukkan bahwa komitmen organisasi tidak terbukti sebagai pemediasi hubungan empowering leadership dengan kinerja koperasi. Akan tetapi, komitmen organisasi terbukti sebagai pemediasi hubungan budaya organisasi dengan kinerja koperasi.

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“…Job satisfaction is one of the central areas of social research (Abdelmoteleb, 2019;Ashraf, 2019;Dhamija et al, 2019;Erro-Garces & Ferreira, 2019;Garcia et al, 2019;Magnier-Watanabeet al, 2019;Mahmood et al, 2019;Reçica & Doğan, 2019;Wu et al, 2019;Stater & Stater, 2009). At the root of this interest lies the premise that the phenomenon of job satisfaction can help explain the essence and dynamics of the potential of individuals and groups working in organizations, and thereby provide, among other things, valuable guidance for people management practices with a view to supporting more effective functioning of an individual within the organization, and potentially contributing to a better understanding of the individual's wellbeing bordering his or her professional and personal life (Chrupała-Pniak, 2012, pp.…”

Section: Introductionmentioning

confidence: 99%

Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas

Wyrwa

2020

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Research background: This article concerns job satisfaction considered as an important impulse affecting employee behavior, with particular emphasis on the analysis of the significance of the factors that shape it. Purpose of the article: The purpose of this paper is to analyze and evaluate environmental factors shaping job satisfaction in a company from the TSL industry. This article addresses the problem of job satisfaction, considered as an important impulse influencing employee behavior, with particular emphasis on the analysis of the importance of the factors that underlie it. The search for an answer to the question of what determines the satisfaction of the employee and whether the employees are diversified based on their preferences in this area, relied on own research carried out among employees of a transportation company. Methods: First of all, for each factor indicated in the questionnaire a measure was calculated — weighted average number of points. Using the criterion of decreasing value of this measure, a ranking of the importance of factors shaping job satisfaction in the surveyed company was prepared. Secondly, in order to supplement the analyses, the correlation between general job satisfaction and particular factors of job satisfaction was examined. The values of Spearman's rank correlation coefficients and Kendall's tau coefficients (τ-Kendall) were calculated. The correlation analysis allowed us to examine the strength and direction of the influence of 20 factors on the overall job satisfaction. Findings & Value added: The conducted research shows that the two most important factors necessary to achieve job satisfaction are access to information necessary for proper performance of work and independence in performing the entrusted tasks. The correlation analysis confirmed that in the surveyed company job satisfaction is shaped primarily by factors that influence the employees' needs related to affiliation. On the other hand, the correlation coefficients between general satisfaction and factors shaping the need for respect and recognition and self-fulfillment turned out to be statistically insignificant. Building job satisfaction requires identification of its sources and recognition of the nature of the relationship between general satisfaction and its determinants. Without knowledge of these factors and the extent to which they are responsible for employee satisfaction and dissatisfaction, actions taken by employers may turn out to be misguided and become only a source of costs and not the expected benefits. In conditions of limited resources, employers should optimize activities aimed at building employee satisfaction and focus their efforts on those attributes of the working environment, the modification of which will have the most desirable consequences.

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Specific HR practices and employee commitment: the mediating role of job satisfaction

Cited by 73 publications

References 70 publications

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

Model kinerja koperasi

Determinants of job satisfaction in a transport company: a Polish case study

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