Human resource management practices and organisational commitment: employeesâ€™ perspective in the Nigerian  hospitality sector

Ohunakin, Folakemi

doi:10.18844/prosoc.v4i10.3090

Cited by 6 publications

(4 citation statements)

References 31 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…However, Faraz, et al (2018) warn that with time the controlling effect of rewards diminishes. This is consistent with the view of Folakemi et al (2017), who opine that the potency of the CR facet of the TLS may be enhanced if it is complemented by other leadership behaviours.…”

Section: Transactional Leadershipsupporting

confidence: 91%

Facets of the transactional leadership style of black top-managers and employee commitment in state-owned enterprises

Mabasa

Eresia-Eke²

2022

Journal of Contemporary Management

View full text Add to dashboard Cite

Background:The implementation of transformation policies in state-owned enterprises (SOEs) in South Africa has catalysed the emergence of Black top-managers. From an organizational perspective, though, it is unclear how specific behaviours linked to the transactional leadership style (TLS), of this cohort of topmanagers, affect employee commitment. Purpose of the study:The study seeks to explore the nature of the relationship, between transactional leadership behaviours of Black top-managers and employee commitment in SOEs in South Africa.Approach: A quantitative approach was utilized and the data was collected through a self-administered questionnaire that was distributed to a purposive sample of employees in identified SOEs. The study's constructs were measured with previously validated instruments, specifically the multifactor leadership scale and the three-component employee commitment model. Subsequently, descriptive and inferential statistical tools were employed to analyse the data. Findings: Statistically significant relationships exist between the Contingent-Reward (CR) facet of the TLS of Black top-managers and the affective, continuance and normative commitment of their employees. Conversely, the Management-by-Exception (Passive) facet of the TLS demonstrated a negative correlation with the affective and normative commitment of employees. Interestingly, no statistically significant relationship was found between the Management-by-Exception (Active) facet of the TLS and any of the three types of employee commitment. Recommendations/value: Black top-managers should consider deploying the CR facet of the TLS to enhance employee commitment in their work groups in order to reap possible collateral benefits. Managerial implications: The study's results illuminate the importance of reward systems in promoting the commitment levels of employees in South African SOEs. Mindful of the current challenges that encumber the performance of SOEs in South Africa, it is imperative for Black top-managers to continuously explore novel TR MABASA CE ERESIA-EKE Facets of the Transactional Leadership Style of Black Top-Managers and Employee Commitment in State-Owned Enterprises

show abstract

Section: Transactional Leadershipsupporting

confidence: 91%

Facets of the transactional leadership style of black top-managers and employee commitment in state-owned enterprises

Mabasa

Eresia-Eke²

2022

Journal of Contemporary Management

View full text Add to dashboard Cite

show abstract

“…They said that the human resource management practices (HRMPs) helped the health institutions which reaped benefits by using HRMPs in a right and professional manner. Many scholars (Budhwar et al , 2017, Farrukh et al , 2019, Folakemi, 2017 and Russell et al , 2018) have brought to focus the fact that many health institutions relied upon on HPWPs in HRM and they found positive reaction of these practices on institutional performance in Saudi Arabia. There was evidence regarding the advantages of the application of HPHWs on the employees' service quality in some health institutions (Fareed et al , 2016; Takeuchi et al , 2007).…”

Section: Introductionmentioning

confidence: 99%

Impact of high-performance work practices in human resource management of health dispensaries in Qassim Region, Kingdom of Saudi Arabia, towards organizational resilience and productivity

Al-Taweel

2021

BPMJ

View full text Add to dashboard Cite

PurposeThe purpose of this study is to explore the effect of adopting categories of high-performance work practices (HPWPs) in human resource management (HRM) in some health dispensaries in the context of the Kingdom of Saudi Arabia. It examines their impact on specific performance areas that can be measured in line with defined performance measurement criteria by adopting the approach of best practices that covers a wide range of departments, levels and processes, including those that reflect the HRM strategy's effectiveness.Design/methodology/approachThe study employed descriptive-exploratory research design which explores the effect of adopting categories of HPWPs in HRM in some health dispensaries in the context of the Kingdom of Saudi Arabia.FindingsThis study's findings also point to inefficient practices in uplifting organizational performance levels, such as performance-related compensation and information exchange. HPWPs contribute in achieving the institutions' goals in the employees' performance improvement their productivity in health dispensaries improvement of institutional characteristics and performance. HPWPs led to the improvement in the elements of performance, remarkable of which are: improvement in innovation level and creativity; management level improvement due to the compatibility of human resources (HR) practices with the employees' qualifications and experiences; support of the administration to these practices, individual and institutional goal achievement.Research limitations/implicationsThe drawback of this analysis is that HR drivers have been listed for healthcare in Saudi Arabia. There will also be extra drivers or potential examinations. The research used expert opinions; they could modify their views in the future. Such work primarily relates to Saudi Arabia and requires validation in specific contexts. There are prospects for more research in the future, as this analysis should be used. This offers the partnership pattern for HR drivers in healthcare in Saudi Arabia.Practical implicationsThe study presents practical implications to HRM of health services in Saudi Arabia. This may help to improve healthcare programme in Saudi Arabia and transforming it into a comprehensive healthcare network through which the country offers quality health coverage across various government departments. The private sector's involvement in providing healthcare services is also growing but is hampered by many HR-related concerns.Social implicationsWith this study, it offers to improve the health services of Saudi Arabia for social development with regards to HRM practices. In which efficiency in healthcare ensures that the patient wants treatment in an inexpensive, secure, efficient manner because it needs it. HPWPs in HRM are examined in this research paper.Originality/valueDespite the magnitude of the health dispensaries in the Kingdom of Saudi Arabia, and the geographical expanse, it covers in rendering its practical and medical services, there is an apparent lack of full grasp on the part of managers concerning the potential role that HPHWs can play a major role in contributing to the development of health services across the board; in addition to the fact that some institutions are not desirous of changing the framework and operations of their HRM amongst healthcare institutions in Saudi Arabia.

show abstract

“…Agar terjalin interaksi yang saling menguntungkan antara perusahaan dan karyawan, maka perusahaan memerlukan karyawan yang kompeten, dan karyawan memerlukan upah atas kinerjanya. Memberikan imbalan yang memuaskan kepada karyawan dapat mendorong mereka untuk bertahan dalam bisnis atau organisasi yang memenuhi kebutuhan hidup mereka (Folakemi & Anthonia, 2017). Hal ini didukung oleh penelitian Khairunnisa & Nabilah (2020) yang menyatakan bahwa kompensasi berpengaruh positif dan signifikan terhadap komitmen organisasional.…”

Section: Pendahuluanunclassified

Untitled

Cheliasih,

Riana

2024

EJMUNUD

View full text Add to dashboard Cite

Human resource management practices and organisational commitment: employeesâ€™ perspective in the Nigerian hospitality sector

Cited by 6 publications

References 31 publications

Facets of the transactional leadership style of black top-managers and employee commitment in state-owned enterprises

Facets of the transactional leadership style of black top-managers and employee commitment in state-owned enterprises

Impact of high-performance work practices in human resource management of health dispensaries in Qassim Region, Kingdom of Saudi Arabia, towards organizational resilience and productivity

Untitled

Contact Info

Product

Resources

About