The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

Aktar, Alima; Pangil, Faizuniah

doi:10.5296/ijhrs.v7i3.11353

Cited by 54 publications

(57 citation statements)

References 49 publications

(68 reference statements)

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“…This study result is in line with the previous studies (Afzali et al, 2014;Moghli, 2015;Joorsara et al, 2015;Aktar & Pangil, 2017) which show that employee performance is affected by their perception towards their organization. The higher perceived organizational support of the employees is, the higher their performance will be.…”

Section: The Effect Of Pos On Performancesupporting

confidence: 93%

HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

Martono

Putri

2018

JDM

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This study aims to test the effect of HRM practices on the employees’ task performance and how the correlation is mediated by the variables of job embeddedness and perceived organizational support. The methods of data collection employed observation, questionnaire online and offline, and interview. Sampling uses the survey method, with the number of respondents 480 (response rate 87.27%) academics in Indonesia. The analysis of Structural Equation Modeling (SEM) with Warp PLS program was used to test the hypothesis. The result of this study shows that the supported HRM practices affect employee performance, job embeddedness and perceived organizational support. Employee performance is also directly affected by job embeddedness and perceived organizational support. Based on the result, there is an effect of HRM practices on the task performance, the better HRM practices are, the more employees’ task performance will improve. Job embeddedness and perceived organizational support are also affected by HRM practices. In addition, this study also proves that job embeddedness and perceived organizational support can also improve employees’ task performance. Besides affecting directly, job embeddedness and perceived organizational support have a role as mediating variables in the HRM practices on performance. The result of this study provides an understanding that good HRM practices are crucial to be applied not only in the profitable organization but also in the universities. This study provides a description of the importance of good HRM practices to be implemented in the universities. Furthermore, it is necessary to continue studying the roles of human resources practices with the larger sample.

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Section: The Effect Of Pos On Performancesupporting

confidence: 93%

HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

Martono

Putri

2018

JDM

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“…The concept of career advancement can be considered as a platform that encourages employees look beyond their present works and prepare for brighter future positions within their organization (Byars & Rue, 2010). If organizations provide career advancement opportunities to their employees, this will trigger employees' positive attitudes and psychological safety and make them more motivated, dedicated and enthusiastic towards their job (Aktar & Pangil, 2017;Kahn, 1990). Therefore, the hypothesis is proposed as follows:…”

Section: Career Advancement and Employee Engagementmentioning

confidence: 99%

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

Vương¹,

Suntrayuth²

2020

10.5267/j.msl

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The aim of this research is to examine the effect of human resource management (HRM) practices on employee engagement, and the moderating roles of gender and marital status. The survey was conducted with a total of 457 frontline employees who are working in the Vietnamese banking industry. Partial least squares structural equation modeling (PLS-SEM) was estimated using the SmartPLS 3.0 program to examine the hypotheses. The results indicated that HRM practices and its four key dimensions (Training; Reward and recognition, Employee engagement, and Information sharing) positively impacted employee engagement. Moreover, this study provided an empirical evidence about the moderating roles of gender and marital status. It implied that male frontlines employees heightened the positive relationship between HRM practices and employee engagement, but this positive relationship was weakened by married employees. The finding also suggested that bank managers should develop a suitable HRM practices to reinforce employee engagement.

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“…On a similar note, fair job analysis, good employee relations, and employees' empowerment are also deemed to contribute to the fulfilment of employees' physiological needs, safety & security, and belongingness since these functions provide the employees the opportunity to nurture a solid relationship among one another and to strengthen their connection with the organization (Rubin & Babbie, 2016). Additionally, it is imperative that the organization provides adequate social support to demonstrate appreciation and concern for the employees (Aktar & Pangil, 2017). For examples, housing support, meals, medical and insurance cover, and maternity and paternity leave (Sharma & Jain, 2015).…”

Section: Maslow Hierarchy Of Needs Theorymentioning

confidence: 99%

The effect of HRM practices and employees’ job satisfaction on employee performance

Mira¹,

Choong²,

Thim³

2019

10.5267/j.msl

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Saudi Ports, is one of the busiest seaports in the world and the biggest ports in the Middle East, which is facing challenges from different ports such as Salalah and Dubai ports especially in the cargo section, which can release their cargoes and goods in a short time without any congestion of stock. The current challenges of Saudi Ports Authority are the overstock of cargo which is the result of low performance of workers at cargo field. This paper investigated the root of this problem based on the role of the human resource practices such as training and development, reward, job analysis, social support, recruitment and selection, employee relationship and empowerment, employee satisfaction into employee performance. In other words, the current study explored to know whether HRM practices offer direct impact on the employee performance or through employees' job satisfaction on employee performance to solve the said problem. The study analysed the 367 Saudi port authority employees' data and found a positive significant relationship between HRM practices and employee performance. Furthermore, the current study revealed a positive relationship between employee job satisfaction and employee performance. Moreover, the present study found the insignificant relationship between HRM practices and employee job satisfaction but reported no significant mediating role of employee job satisfaction between HRM practices and employee performance.

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The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

Cited by 54 publications

References 49 publications

HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

The effect of HRM practices and employees’ job satisfaction on employee performance

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