The mediating effect of employee commitment on recruitment process towards organizational performance in UAE organizations

Abstract

The primary objective of this paper is to investigate the impact of the recruitment process on the organizational performance. It has been hypothesized in this study that an effective recruitment process could enhance the organizational process. After critically reviewing the literature, the study finds employee commitment as a key factor which affects the relationship between recruitment process and organizational performance. Therefore the second objective of the current study is to investigate the mediating role of employee commitment in the relationship between recruitment process and organizational performance. The data is collected from 247 employees of Fujairah National Group of UAE and the structural equation modeling using AMOS is used to analyze the data. The findings of the study show a great deal of agreement with the results. The findings of the study will be helpful for HR practitioners, policymakers and researchers in understanding the relationship between employee commitment, recruitment process, and organizational performance.

Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

“…Furthermore, Iverson, McLeod, and Erwin (1996) opine in the work of ul Haq, Jingdong, Usman, and Khalid (2018) that the importance of organizational commitment stems from its impact as a "key mediating construct in determining organizational outcomes". Fast forward, Alansaari, Yusoff, and Ismail (2019) postulates that employee performance correlates and predictive by organizational commitment.…”

The impact of human resource practices on employee engagement in the airline industry

“…Although, for the effective running of the organization, human resource manager need to answer the five most important questions of what time to recruit, which place to recruit, which source to use, which person to recruit, and what medium to use for communication (Box & Purcell, 2008). A hand full of eminent researchers called attention to the relationship between selection and recruitment and organizational performance (Alansaari, Yusoff, & Ismail, 2019; Kanu, 2015; Ntiamoah, Egyiri, & Kwamega, 2014), stating that organization performance is relatively correlated with training and development, selection, and recruitment (Ekwoaba, Ikeje, & Ufoma, 2015). Additionally, training gives employee an edge over others and increases employee effectiveness and efficiency (see Alola, Avci, & Ozturen, 2018; Alola, Olugbade, Avci, & Öztüren, 2019).…”

The Impact of Talent Management on Organizational Commitment of the Employees of Telecommunication Companies in Jordan: The Mediating Role of Employee Work Engagement

“…Research on organizational commitment cited several associated benefits of this construct. Some examples of organizational commitment benefits include reduction of employee turnover intention (Masud and Daud, 2019) and enhancement of organizational performance (Alansaari et al, 2019a; Al-Hawary and Alajmi, 2017). Scholars suggested that organizational commitment can be lifted via several methods such as leadership behavior (Lapointe and Vandenberghe, 2018), psychological empowerment (Bhatnagar, 2005), talents development and retention (Bethke-Langenegger et al, 2011).…”