The Effect of Human Resource Practices and Organizational Commitment on Employee Performance

Al-Aali, La`aleh

doi:10.33166/acdmhr.2021.02.002

Cited by 3 publications

(4 citation statements)

References 36 publications

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“…The role of HR is recognised at all levels and stages. Consequently, one of the organisation's pillars is human resources [12]. HRM is essential for management because its deals with the organisation's most precious resource, which is known as HR [4].…”

Section: Human Resource Practicementioning

confidence: 99%

“…One of the crucial responsibilities of HR is to manage employees in the organisation and their practice should be in line with the organisational plan [17]. Mainly because without human resources, an organisation's resources cannot be managed and developed [12]. To gain a competitive advantage, the majority of organisations have been focusing on their HRM practices and how they respond to global problems [18].…”

Section: Human Resource Practicementioning

confidence: 99%

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Exploring the Relationship between Human Resource Practice, Performance Management Systems and Employees’ Performance

Maake

2024

Human Resource Management - An Update

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Regardless of the size and area in which the organisation is operating, employees are considered assets of any successful organisation. In this modern, human resource management practices are unquestionably that is one of the most important that influence employee performance. The world is becoming increasingly competitive, and employee performance has become crucial to ensure the success of the organisation. Employees are expected to perform competently in providing proper service to internal and external stakeholders. To achieve better performance from employees, organisations need to recognise that several factors influence performance. Although human resource management and performance management system are dated, they are relevant to influence the performance of employees. Therefore, organisations must go beyond and understand that employee performance can be identified through an effective human resource management practice and performance management system.

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Section: Human Resource Practicementioning

confidence: 99%

Section: Human Resource Practicementioning

confidence: 99%

Exploring the Relationship between Human Resource Practice, Performance Management Systems and Employees’ Performance

Maake

2024

Human Resource Management - An Update

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“…The loss of skilled employees can lead to an increased workload and reduced job security, resulting in decreased motivation and productivity. Another study found that employee poaching can lead to decreased employee commitment and increased turnover rates, resulting in high costs for firms regarding recruitment and training [22].…”

Section: Employee Poaching and Employee Productivitymentioning

confidence: 99%

Employer Responses to Poaching on Employee Productivity: The Mediating Role of Organizational Agility in Technology Companies

Malik

Ijaz

et al. 2023

Sustainability

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This study investigates the impact of an organization’s response to poaching on employee productivity while considering the mediating role of organizational agility, contributing to the sustainability literature. The study aimed to explore the impact of three responses toward poaching, including the constructive response (CR), defensive response (DR), and retaliatory response (RR), on employee productivity. The survey-based approach collected data from companies in the Pakistani service sector, an essential step toward understanding sustainable human resource practices in developing countries. Regression analysis was used to analyze the collected data, revealing significant relationships between predictor variables and employee productivity. Specifically, Model 1 found a significant negative relationship between CR and productivity, whereas DR showed a positive and significant association with productivity. The study also considered the unique characteristics of the Pakistani service sector to explain the observed negative and positive relationships between CR and DR, respectively, and employee productivity. Model 2 improved the model fit by introducing organizational agility as a predictor variable, demonstrating a positive and significant relationship between productivity and all four predictor variables. The study suggests that the positive relationship between organizational agility and productivity could be due to agile organizations being more adept at responding to changing market conditions and demands, resulting in improved overall performance. This study provides valuable insights into the impact of an organization’s response to poaching on employee productivity while considering the mediating role of organizational agility. It contributes to the sustainability literature.

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“…This research aims to determine the effect of the application of human resource management practices and organizational commitment on employee performance in the Bahrain cement industry, and the results of this research show that the application of human resource management and work commitment has a significant effect and positive towards employees. 14 Research with a survey of publications in the Web of Science database is used to investigate the problem under study, t he the purpose of this paper is to explore the possibility of appropriate curriculum adaptation given the trends of human capital development in the context of digitalization. 15 Research on the influence of talent management and organizational culture on employee productivity in the public sector also assessed the moderate effects of employee engagement in such relationships.…”

Section: Introductionmentioning

confidence: 99%

Analysis of Human Resource Management Towards Improving Employee Performance Maqhasid Sharia Review

Abdul Latif Rizqon,

Tambusai,

Hastuti

et al. 2023

FINANSIA

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Human resource management is the first point that must be considered by the company, the development of a business requires quality human resource management. The purpose of the study is to determine the implementation of human resource management in terms of sharia maqhasid and improve employee performance. The methods used are qualitative research, while the data used in primary and secondary data research are obtained by researchers through observation, interviews, and documentation. The results of research on the application of human resource management have an influence on employee performance, one of which is the results of work. The implementation of human resource management seen from sharia maqhasid is by the review of sharia maqhasid, namely dharuriyyat, hajiyyat, and tahsiniyyat.

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The Effect of Human Resource Practices and Organizational Commitment on Employee Performance

Cited by 3 publications

References 36 publications

Exploring the Relationship between Human Resource Practice, Performance Management Systems and Employees’ Performance

Exploring the Relationship between Human Resource Practice, Performance Management Systems and Employees’ Performance

Employer Responses to Poaching on Employee Productivity: The Mediating Role of Organizational Agility in Technology Companies

Analysis of Human Resource Management Towards Improving Employee Performance Maqhasid Sharia Review

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