The Effects of Human Resources Management HRM Practices on Employee Performance with the Mediating Role of Employee Engagement (original) (raw)
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Human Resource Management Practices and Its Impact on Employees Engagement and Performance
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Uncertain Supply Chain Management , 2023
Enhancing employee loyalty to the company is essential to maximize corporate ability and achieve respective goals, as employees are the most valuable resource. Hence, managing human resources in organizations is key to achieving contemporary business success. The current study aims to assess the impact of human resource management practices (HRM) on organizational performance with employee engagement as a potential mediator. This study was conducted on Jordanian tourism projects. A total of 300 questionnaires were distributed with 237 returned. The data were analyzed through the partial least squares (PLS) software. Resultantly, performance appraisal and employee engagement significantly and positively impacted organizational performance. Recruitment and selection, training and development, compensation, and performance appraisal also significantly and positively impacted employee engagement. Employee engagement significantly mediated the impact of performance appraisal on recruitment, selection, and compensation with organizational performance. authors; licensee Growing Science, Canada.
THE EFFECTS OF HUMAN RESOURCES MANAGEMENT (HRM).pdf
This research is carried out to examine the effect of human resources management (HRM) practice on employee performance and mediating role of employee engagement. Survey data has been collected among the front line to top level public sector in developer property industry. This study has used a sample of 318 employee using a stratified sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The result revealed that HRM practices namely, training and development, compensation, job security and promotion were significant and positively related to employee performance. The result also shows that, employee engagement can mediate the relationship between human resources management (HRM) practices and employee performance. This study used social exchange theory as a guideline to examine and understand the relationships between human resource management practice, and employee performance towards employee engagement. Other than that, this study also makes important contributions for the practitioners who are in the field of public sectors particularly for managers who actually want to invest their resources for the well-being of their employees in preparing towards Industry 4.0. Future research could replicate and extend this study by adding other variables and samples from different industries to offer a better understanding of employee engagement at workplace.