The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

Abstract

Telecom companies working under a rapidly changing and highly competitive environment. These companies must encourage and motivate their employees to improve individual and organizational performance. Researchers and practitioners recognize the importance of organizational commitment, work engagement, and organizational citizenship behavior, especially, when available HRD climate. Using a sample of two hundred and forty-six employees from three Saudi telecom companies completed the survey with response rate 61.5%, this study examined the impacts of HRD climate on two positive work attitudes represented in organizational commitment and work engagement, and positive extra-role behaviors represented in organizational citizenship behavior. In the current study, HRD climate was found to significantly and positively influence organizational commitment, work engagement, and organizational citizenship behavior. The current study also provided a set of practical applications and future directions according to what has been discussed from the results.

Superior Role of Human Resource Development Climate and Its Impact on Job Attitudes

“…Ewis [7] conducted a study in Saudi Arabia with the purpose of identifying the role of HRD climate in building positive job attitudes, including organizational commitment and work engagement, and extra-role behaviors such as OCBs. The scope of the study by Ewis [7] was three telecom companies in Saudi Arabia. Ewis [7] took a quantitative method and collected 246 useful questionnaires from employees in three telecom companies in Saudi Arabia.…”

“…The scope of the study by Ewis [7] was three telecom companies in Saudi Arabia. Ewis [7] took a quantitative method and collected 246 useful questionnaires from employees in three telecom companies in Saudi Arabia. The model of the research conducted by Ewis [7] was based on literature and the relationship between HRD climate with organizational commitment, work engagement, and OCBs.…”

“…Ewis [7] took a quantitative method and collected 246 useful questionnaires from employees in three telecom companies in Saudi Arabia. The model of the research conducted by Ewis [7] was based on literature and the relationship between HRD climate with organizational commitment, work engagement, and OCBs. Each of the mentioned variables within the model used in this study had its dimensions.…”

“…Work engagement was a function of three dimensions that were vigor, dedication, and absorption. Finally, OCB was a function of two dimensions, which were OCB-individual and OCB-organization [7]. In order to data analysis, Ewis [7] utilized the SEM technique through AMOS program.…”

“…According to the literature, it can be stated that an organization's success is related to many variables, which is one of the important and salient ones is represented in capabilities and motivation of employees [7]. Based on the studies conducted by scholars and their proposed models such as [7,8,9], HRD climate has a significant role in work engagement, organizational commitment, OCBs, and CWBs of which will be reviewed in-depth later in this research paper.…”