Examining the link between HRM Practices and Employees’ performance in Nigerian public sector

Tabiu, Abubakar; Pangil, Faizuniah; Othman, Siti Zubaidah

doi:10.5267/j.msl.2016.4.006

Cited by 28 publications

(33 citation statements)

References 49 publications

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“…Mathis and Jackson (2006) states that performance is what someone does and produces. There are several indicators to state one's performance, namely task performance, adaptive performance, contextual performance (Rubindra & Lalatendu, 2017;Tabiu et al, 2016), organizational citizenship behavior and counterproductive behavior (Rotundo & Sackett, 2002;Viswesvaran & Deniz, 2000), Quantity, Quality, knowledge, cooperative, dependability, initiative, personal qualities (Gomes, 2003).…”

Section: Work Performancementioning

confidence: 99%

The dimensions of competency on worker performance mediated by work commitment

Martini

Supriyadinata

Sutrisni

et al. 2020

Cogent Business & Management

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Weaving workers in Bali are inherited from generation to generation. The ability to weave is obtained without special education/training. The ability to work weaving is obtained independently of the environment. In addition, the difficulty of finding other jobs causes workers to keep working. These two things are important factors in determining the performance of weaving workers in Bali. This study aims to analyze the effect of work competence (knowledge, skills, and attitudes) on employee commitment and performance, the effect of a work commitment on employee performance, and the role of work commitment in mediating the relationship of competence with employee performance. This research was conducted on 168 weaving workers in Bali. Data collection was carried out through distributing questionnaires to research respondents. The data collected was analyzed using the SmartPLS 3.0 program. The results found competencies consisting of knowledge, skills, and attitudes showed a significant positive effect on employee commitment and performance, work commitment also had a significant positive effect on performance. Work commitments also act as mediators of the relationship of competence with employee performance.

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Section: Work Performancementioning

confidence: 99%

The dimensions of competency on worker performance mediated by work commitment

Martini

Supriyadinata

Sutrisni

et al. 2020

Cogent Business & Management

View full text Add to dashboard Cite

show abstract

“…The study has extended the theoretical literature on the concept of recruitment and selection by examining its influence on three important dimensions of employee performance (Tabiu et al, 2016). The study also examined the mediating effect of nepotism and favoritism on job performance in line with earlier studies (Ferris et al, 2019;Loffeld & Stoffers, 2017;Sarwar & Imran, 2019).…”

Section: Discussionmentioning

confidence: 81%

“…It is important to understand that hospitals manage patients in stressful environments (Nallamothu & Battu, 2019;Townsend & Wilkinson, 2010). Also, HRM practices can enhance employees' contextual, adaptive, and task performance (Tabiu, Pangil & Othman, 2016). Similarly, Chen et al (2019) argue that a hospital can improve employees' adaptability and contextual performance by implementing HR practices effectively.…”

Section: Introductionmentioning

confidence: 99%

Does Organizational Politics in Public Sector Mediates the Impact of Recruitment and Selection on Employee Performance

Bibi

Khan

Manzoor

2021

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The presence of nepotism and favoritism during the execution of recruitment selection has now become a major concern for both developed and developing countries. Based on social exchange theory a framework was established to evaluate contextual performance, adaptive performance, and task performance as a result of recruitment and selection practice in an organization. Besides, the study also investigated the effect of nepotism and favoritism as a mediating variable between recruitment and selection, contextual performance, adaptive performance, and task performance. Moreover, data from 384 respondents working in the tertiary care hospitals in Pakistan were congregated and analyzed using confirmatory factor analysis and structural equation modeling. The results of the study reveal that recruitment and selection have a substantial impact on contextual performance, adaptive performance, and task performance. Consistently, the mediation effect was established. Furthermore, the current study is of significance for the HR managers of the hospital to formulate strategies to overcome this phenomenon particularly in the recruitment & selection process which in the end affects the healthcare employee’s performance.

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“…Organizations need the contributions of high-performing individuals to achieve their goals successfully, provide a competitive advantage, and offer superior value to their customers (Tabiu et al, 2016). One of the basic requirements for employees to show high performance in the working place has a healthy environment in both physical and psychological terms (Yurttaş et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between the Performance and the Perceived Stress of Employees

Avunduk

2021

RESSAT

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The study aimed to determine the relationship between the job performance of individuals working in the sports industry and their perceived stress. The sample of the study consisted of a total of 474 people including 361 male and 113 female that working in a private company operating in the sports industry in Istanbul, and they were selected by purposeful sampling method. After the data showed normal distribution; Independent t-test, ANOVA and Pearson Correlation analysis were used to analyse the data. According to the result of the analysis, there was no statistically significant difference found between the job performance and perceived stress levels of the participants according to their marital status and educational status. A significant difference was found in the perceived stress levels and job performances of the individuals according to their gender and working period in the workplace. Finally, it was found that there was a negative and low-level relationship between the perceived stress scale and job performance scale. As a result, it was determined that the stress perceived by the individuals and their job performance levels differed according to the socio-demographic characteristics of the individuals, and the higher the stress levels perceived by the individuals, the lower their job performance were.

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Examining the link between HRM Practices and Employees’ performance in Nigerian public sector

Cited by 28 publications

References 49 publications

The dimensions of competency on worker performance mediated by work commitment

The dimensions of competency on worker performance mediated by work commitment

Does Organizational Politics in Public Sector Mediates the Impact of Recruitment and Selection on Employee Performance

The Relationship Between the Performance and the Perceived Stress of Employees

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