HR Professionals’ Effectiveness in a Knowledge-Based Organization: A Malaysian Case

Revealing the Moderating Role of Organizational Support in HR Professionals’ Competencies, Willingness, and Effectiveness Relationship: Empirical Evidence From a Developing Economy

“…In HR professionals’ competencies, 9 items were used for measuring Credible Activist, 10 items for Talent Manager / Organization Designer, 8 items for Culture and Change Steward, 12 items for Strategy Architect, 11 items for Business Ally, and 8 items for Operational Executor. Sample items for HR professionals’ competencies are credible activist “HR professionals in our bank respond promptly to our issues,” talent manager “HR professionals in our bank are able to promote talented employees,” culture & change steward “HR professionals in our bank take a proactive role in bringing about change,” strategy architect “HR professionals in our bank translate business strategy into annual business initiatives,” business ally “HR professionals in our banks are aware of the social issues having an impact on the banks business,” and operational executor “HR professionals in our bank are good at managing the labor policies and procedures.” Han et al (2006) and Sharif and Ahmad (2009) scales were adapted to measure HR’s professional willingness (7 items), Organizational support (10 items), and HR’s professional effectiveness (11 items). Sample items are, HR professionals’ willingness “HR professionals in our bank are self-motivated to take proactive actions” organizational support “HR department has been provided with adequate training budget in order to enhance the competency level of their HR professionals” and HR professionals’ effectiveness “HR professionals in our bank have given value-added contributions to our bank’s operational performance.” All the instrument items were measured through 5 points Likert Scale ranging from 1 (Strongly disagree) to 5 (Strongly agree) by using the English language.…”

“…In many studies on relationships in the management literature, the intervening variable or moderating variable has been found to play some role ( Chenhall and Brownell, 1988 ; MacKinnon et al, 2002 ; Stephen, 2017 ). Sharif and Ahmad (2009) found that organizational support has a moderating role in studying behavioral variables in organizations. The importance of organizational support as an intervening variable in behavioral studies is further enhanced by earlier researchers ( Schermerhorn, 1975 ).…”

“…Mathis and Jackson (2010) highlighted organizational support as a critical factor in effectively aligning HR professionals’ competencies with the needs of an organization. Sharif and Ahmad (2009) also proposed in their study that organizational support has some moderating impact among behavioral variables in an organization. Hence, the purpose of this study is to examine the moderating relationship of organizational support between human resource (HR) professionals’ competencies, HR professionals’ willingness, and HR professionals’ effectiveness.…”

Hr Professionals’ Effectiveness and Competencies: A Perceptual Study in the Banking Sector of Pakistan

“…A cross sectional survey method is used for the present study and the questionnaire used draws on the previous researches (Sharif & Ahmad, 2009;Ulrich et al, 2007 andHan et al, 2006) and is adapted through appropriate modification to align with the Pakistani context which helps establish the ecological validity and reliability of the instrument. The questionnaire is made up of four parts namely; Part I) Personal information of the respondents and background section with 5 items; Part II) The HR Professionals' Effectiveness as perceived by the line managers and contains 11 items; Part III) HR Professionals' Competencies and HR Professionals' Willingness as perceived by the line managers comprise of total 65 items.…”

Determinants of Organizational Performance: A Case of Punjab Police

“…While, Black, Jensen, and Gregersen (2003) argued that it is very difficult for employees to get adequate support from the organization due to the lack of financial investments in this particular area. Whereas, Sharif and Ahmad (2009) have originated that organizational support has some moderating role in the studies of behavioural variables in organizations. Consequently, organizational support is expected to moderate the relationship of political interference with organizational.…”