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Human Resource Research
Number of Followers: 1

This is an Open Access Journal

Open Access journal
ISSN (Online) 1948-5441
Published by Macrothink Institute

[47 journals]

Human Resource Management, Total Quality Management and Competitive
Advantages: Evidence from Pakistani Banking Industry
- Authors: Syed Waqar Ahmed, Danish Ahmed Siddiqui
  First page: 1
  Abstract: This study aimed to investigate the relationship between human resource management (HRM) practices, total quality management (TQM) practices and competitive advantages in banking industry of Pakistan. HRM practices included Recruitment & Selection, Training & Development, Performance Appraisal, and Compensation & Reward. TQM practices consist of Leadership, Continuous Improvement, Customer Satisfaction, Employee Empowerment, and Strategic Planning. And lastly, competitive advantages is represented by Cost Leadership, and Differentiation. We applied (Obeidat, Yousef, Tawalbeh, & Masa'deh, 2018) model to banking sector of Pakistan. An Adopted questionnaire was designed and distributed over a sample of 300 employees. The research hypotheses were tested by using structured equation modeling. The result shows that Compensation & Reward positively and significantly affect all TQM practices as well as cost leadership. Similarly, Performance Appraisal also produce a significant positive impact on Strategic Planning, and Leadership dimensions of TQM, Hoverer, negatively affect cost leadership. Recruitment & Selection positively affect cost leadership. Strategic planning an importance factor, significantly affect both competitive advantage factors. Interestingly, Training & Development have a significant but negative effect on TQM factors namely Continuous Improvement, Leadership, and Strategic Planning. The findings imply that in banking industry, the effect on HRM factors on TQM is not equal, some are even negative, hence should be used diligently with the prospective of both TQM and competitive advantages.
  PubDate: 2020-03-03
  DOI: 10.5296/hrr.v4i1.16410
  Issue No: Vol. 4, No. 1 (2020)
The Impact of Research and Development and Professional New Hiring on
Organizational Innovation
- Authors: Dankyi Alex Boadi, Dankyi Joyce Kwakyewaa, Abban Joseph Olivier, Asabea Addo Antoinette
  First page: 46
  Abstract: Organizational innovation is highly dependent on the inflow of relevant information and proper integration of this information in the operational processes for a process, product and service innovation. Employee engagement and social connectedness of employees have been cited as key methodologies of integrating new information from research and development and professional new hiring. The study investigated the impact of research and development and professional new hiring on organizational innovation jointly mediated by employee engagement and social connectedness. A structural equation model was adopted for the study. The estimator adopted in testing the hypothetical model and the hypothesis was a maximum likelihood. A comparative analysis of the single mediating and the joint mediating of employee engagement and social connectedness was conducted. The results indicated that professional new hiring and research and development activities have a statistically significant indirect effect on organizational innovation through a joint mediation of social connectedness and employee engagement. The threshold for the model fitness was satisfied. The study, based on the findings on both the decomposed and final model, concludes that employee engagement and social connectedness jointly influence the relationship between the research and development and professional new hiring on organizational innovation better than the single mediation.
  PubDate: 2020-03-10
  DOI: 10.5296/hrr.v4i1.16385
  Issue No: Vol. 4, No. 1 (2020)
The Impact of Employee Engagement on Employee Retention: The Role of
Psychological Capital, Control at Work, General Well-Being and Job
Satisfaction
- Authors: Tehseena Ashraf, Danish Ahmed Siddiqui
  First page: 67
  Abstract: Employee engagement and retention is a promising area in management as well as psychology. The purpose of this paper is to examine the effects of employee engagement (EE) on their retention (ER). We proposed a theoretical framework model explaining how employee engagement affects their retention. The original model linked engagement with control at work (CAW) and general well-being (GWB) through psychological capital (PsyCap). We extended this model by linking CAW and GWB to employee retention. We further added job satisfaction (JS) as a mediator between EE and ER. To establish its empirical validity, we conducted a survey from 200 employees working in different companies in Pakistan by using a close ended likert scale type questionnaire. Data was analyzed using confirmatory factor analysis and structural equation modeling. Findings suggested a positive significant relationship between EE and ER. PsyCap, CAW and JS play a significant mediator role for EE and ER, only GWB does not mediates the relationship between EE and ER. This research will help in understanding how to retain employees and mounting their psychological capital through training and development, since when employees will be happy and motivated, they can perform well and will have job satisfaction. As a result, the level of intention of employees to leave would be low. This study is preliminary the first to investigate the association between EE and ER through many other constructs (PsyCap, CAW, GWB and JS) in the Pakistani context.
  PubDate: 2020-03-19
  DOI: 10.5296/hrr.v4i1.16477
  Issue No: Vol. 4, No. 1 (2020)
Does Learning, Development and Work Life Balance Affects Happiness: A
Moderated Mediatory Model
- Authors: Muhammad Haris Ullah, Danish Ahmed Siddiqui
  First page: 94
  Abstract: Keeping the workforce happy is a major issue faced by today’s employers. The big challenge is to find what job-related factors can lead to happiness, the bigger challenge is to identify the sources that lead to happiness. We proposed a theoretical framework based on the research of (Joshanloo & Jarden, 2016) which studied hedonism as a major cause of happiness when moderated by individualism. We further extended the model, including career related goals that effect hedonism. Hence, we theorized that, work life balance, career development, learning affect hedonism, which subsequently effects happiness. Moreover, individualistic societies are proven to be more hedonistic (tend to value pleasure) and are more closely linked with happiness as compared to collectivist societies. Empirical validity was established by conducting a survey using a close ended questionnaire. Data was collected from 219 respondents from different organizations of Pakistan and was analyzed using confirmatory factor analysis and structured equation modeling to test the hypotheses testing the impact of all three career related factors to see how significantly they affect hedonism, which would ultimately have an impact on happiness. Results indicate that Individualism plays a significant positive role on happiness, as well as in directly, is it negatively complements the inverse effect of Hedonism on Happiness. Findings imply that the career related factors positively affect hedonism that would in turn bring more happiness. Most importantly, seeking pleasure is necessary to bring happiness. This study will benefit organizations working in Pakistan to identify the valuable sources of keeping their employees happy.
  PubDate: 2020-04-10
  DOI: 10.5296/hrr.v4i1.16615
  Issue No: Vol. 4, No. 1 (2020)

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