The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership

Abstract

AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They will feel having a maximum job satisfaction. This study tries to examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) who work in BUKU Banks 1-4 categories. With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for Management and company owners to review overall company performance.

Green human resources management: A novel tool to boost work engagement

“…GHRM studies are still infertile in HRM literature despite its importance regarding sustainability and employee engagement (Malik et al, 2021;Qadri et al, 2022). In previous studies, although there are a considerable number of studies revealing the positive effect of HRM on psychological ownership (Masnita et al, 2019) and on work engagement (Shantz et al, 2016;Sousa et al, 2021), there is not any study explaining the above-mentioned relationships in relation to GHRM. Moreover, it is seen that there is no previous study about the possible mediator effect of Psychological Ownership in the relationship between HRM/GHRM and work engagement.…”

Performance of millennial lecturers during pandemic Covid-19

“…While, job satisfaction is a feeling of pleasure or not from employees to their work (Masnita et al, 2019). According to Wibowo (2014), defining job satisfaction is an attitude towards a person's job, which they see is an award that is received and expected or should be.…”