Human resource management practices and the HRM-performance link in public and private sector organizations in three Western societal clusters

Vanhala, Sinikka; Stavrou, Eleni

doi:10.1108/bjm-12-2012-0115

Cited by 38 publications

(28 citation statements)

References 95 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Such environment includes many factors as increased globalization, rapid technological change, and the growing need for qualified employees and improved performance (Vanhala & Stavrou, 2013). This forces organizations to try and exploit the resources at its disposal in order to achieve a competitive advantage (Savaneviciene & Stakeviciute, 2011).…”

Section: Introductionmentioning

confidence: 99%

The Relationships among Human Resource Management Practices, Organizational Commitment, and Knowledge Management Processes: A Structural Equation Modeling Approach

Obeidat¹,

Masa'deh²,

Abdallah³

2014

IJBM

View full text Add to dashboard Cite

Human resources and knowledge management are considered to be one of the most important factors within organizations that help them to achieve a competitive advantage. However, organizations should take care of the human factor and increase their commitment within organizations to take advantage of the knowledge within them. The purpose of this research is to investigate the relationship between human resources management practices and organizational commitment, on the one hand, and their relationship with knowledge management process, on the other hand.Consultancy firms operating in Jordan were used as the main sample of this study. A random sample was selected where 220 questionnaires were distributed to such firms. Only 207 questionnaires were submitted back with a response rate of 52%. A theoretical model was proposed and tested using structural equation modeling (SEM). The results of the SEM analysis indicated that human resources practices (recruitment methods, training and development, performance appraisals, and reward systems) have a significant influence on organizational commitment (affective commitment, continuance commitment, and normative commitment). Finally, the study did not find a direct relationship between human resource (HR) practices and knowledge management (KM) processes (knowledge acquisition, knowledge distribution, knowledge interpretation, and organizational memory). However, causal links were founded between human resource practices and organizational commitment, on the one hand, and organizational commitment and knowledge management processes, on the other hand.

show abstract

Section: Introductionmentioning

confidence: 99%

The Relationships among Human Resource Management Practices, Organizational Commitment, and Knowledge Management Processes: A Structural Equation Modeling Approach

Obeidat¹,

Masa'deh²,

Abdallah³

2014

IJBM

View full text Add to dashboard Cite

show abstract

“…The previous researches have proved that human resource management in public sector organization has the main role in performance enhancement. Vanhala & Stavrou (2013) while investigating the human resource management practices and the correlation between human resource managements and performances in the public and the private sectors among three social clusters namely Anglo (Australia, Canada, New Zealand, England, and USA), European-Germany (Austria, Germany, and Netherlands) and European-Nordic (Denmark, Norwegia, and Sweden), found correlation between human resource managements and discovered that the performances are stronger in the public sector organizations compared with the private sector organizations. Another research comes from a developing country namely Ghana which was conducted by Antwi and Analoui (2008) showed that human resource has correlation with policy, task/skill/organization, and performance motivation.…”

Section: Human Resource Capabilitymentioning

confidence: 99%

Isomorphism, Human Resource Capability and Its Role in Performance Measurement and Accountability

Wulaningrum¹,

Akbar²,

Sari³

2020

JAFEB

View full text Add to dashboard Cite

This research tests the effects of institutional pressures, the use of performance measurement systems and accountability, and moderation effects of human resource capability between institutional pressures and the use of performance measurement systems in the Local Government institutions in Indonesia. The research aims to provide empirical evidence both quantitatively and qualitatively that isomorphism institutional pressures occurred in the scope of implementation of the performance measurement system and accountability in the public sector organizations and to show the importance of human resource capability enhancement in reducing external pressure impact. In addition, it tries to develop the correlation model of institutional pressures, human resource capability, implementation of the performance measurement system, and accountability of public sector organizations. The research used mixed methods with sequential explanatory design. The data collection used surveys and interviews in 209 regency/Special Region of Yogyakarta and Central Java local governments as samples. The research result indicated that the institutionalization process of the performance measurement is influenced by institutional pressures, especially coercive and mimetic pressures. Human resource capability was unable to weaken institutional pressures effects in the performance measurement system implementation. The research also proved that the use of a performance measurement system was able to improve local government institution accountability.

show abstract

“…Also [57] argues that to achieve its full potential the Public Service must improve its ability to recruit and select staff more effectively. This means that both HR sections in departments and managers themselves must enhance their skills in performing this crucial function.…”

Section: B Theoretical and Empirical Challengesmentioning

confidence: 99%

Analysis of Recruitment Practices in Tanzania: A case of ministry responsible for recruitment in Zanzibar public sector

Ahmed¹,

Hamza²,

Wang³

2019

Proceedings of the Annual International Conference of Business and Public Administration (AICoBPA 2018)

View full text Add to dashboard Cite

Failure in recruitment is the failure of employment industry as recruitment is the first part of filling job vacancy process. Recruiting the right people to fill the right job vacancy has been a crucial incident in any organization as recruitment has important implications for organizational performance. It is in this line therefore this paper attempts to analyze the initiatives, practices and performance of recruitment practices and explore challenges hindering appropriate performance of recruitment practices in Zanzibar public service. The methodology adopted by this study was 'Internet Search', document review and interpretive paradigm. The study found that, for the government to be the main employer in Zanzibar raise stakeholder's concerns over the likelihood of recruitment that being poorly practised. However, to have fundamental and sound recruitment practices in public service arena, transparency and openness is inventible. All institutions which are responsible with implementation of recruitment practices whether by following rules, regulations or directives, need to have best recruitment practices in the country as they are identified as role models under recruitment practical atmosphere in Tanzania especially in Zanzibar public service.

show abstract

Human resource management practices and the HRM-performance link in public and private sector organizations in three Western societal clusters

Cited by 38 publications

References 95 publications

The Relationships among Human Resource Management Practices, Organizational Commitment, and Knowledge Management Processes: A Structural Equation Modeling Approach

The Relationships among Human Resource Management Practices, Organizational Commitment, and Knowledge Management Processes: A Structural Equation Modeling Approach

Isomorphism, Human Resource Capability and Its Role in Performance Measurement and Accountability

Analysis of Recruitment Practices in Tanzania: A case of ministry responsible for recruitment in Zanzibar public sector

Contact Info

Product

Resources

About