2019
DOI: 10.7819/rbgn.v21i1.3965
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Do human resources policies and practices produce resilient public servants? Evidence of the validity of a structural model and measurement models

Abstract: Purpose-Based on the relevance of resilience in the workplace and the importance of effective human resource management strategies in organizations, this research proposes to identify the influence of human resource management policies and practices on public servant resilience at work. Design/methodology/approach-The data from this quantitative study were analyzed by means of confirmatory factor analysis and regression analysis using structural equation modeling. The data collection was carried out through a … Show more

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Cited by 12 publications
(21 citation statements)
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References 34 publications
(53 reference statements)
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“…Employee commitment and satisfaction affect organization greatly (Elrehail et al , 2019). Moreover, Ana et al (2019) verified a positive, strong relationship between HRM practices and employee satisfaction. Effective HRM practices can increase employee satisfaction and commitment on one the hand, and organizational performance on the other hand (Cai et al , 2019).…”
Section: Literature Reviewmentioning
confidence: 75%
See 1 more Smart Citation
“…Employee commitment and satisfaction affect organization greatly (Elrehail et al , 2019). Moreover, Ana et al (2019) verified a positive, strong relationship between HRM practices and employee satisfaction. Effective HRM practices can increase employee satisfaction and commitment on one the hand, and organizational performance on the other hand (Cai et al , 2019).…”
Section: Literature Reviewmentioning
confidence: 75%
“…Human resource management (HRM) practices can be regarded as a set of internally coherent and consistent practices aimed at reinforcing and promoting employee competence, motivation as well as commitment (Elrehail et al , 2019). They also manage human talents and skills to achieve the organization's goals (Ana et al , 2019).…”
Section: Literature Reviewmentioning
confidence: 99%
“…However, in the companies in which practices considered strategic (e.g. employee empowerment, managerial involvement and development) were effectively implemented, the impact on the organizational outcomes was significantly higher (Huselid et al, 1997;Costa, Demo, & Paschoal, 2017).…”
Section: Achieving Hr Implementation and Executionmentioning
confidence: 97%
“…The connection between P13 (In the organization I work, there is a climate of trust and cooperation between coworkers) and P14 (In the organization where I work, there is a climate of trust and cooperation among co-workers) indicates the climate of collaboration between bosses and employees and among co-workers. In an environment marked by stress and pressure for results, engagement practices are seen as an effort by the organization to seek healthier relationships between employees and their work (Costa et al, 2019).…”
Section: The Human Resource Management Practices Measurement Modelmentioning
confidence: 99%