What motivates the most? Money or Empowerment: Mediating Role of Employee Commitment to Organizational Performance

Abstract

The study leads to understanding the relationship between human resources (HR) practices and outcomes to maintain organizational performance (OP) in Saudi Arabia. It concentrates on whether the HR practices quality overcome the quantity or not in the educational sectors. Convenience sampling was used to collect data using google forms based on A structured questionnaire. A total of 759 responses were successfully received and completed. The questionnaire consists of items measuring different aspects of HR practices, employee commitment, and organizational performance. The structural equation modelling (SEM) method used path modelling analysis using Smart Partial Least Squares (PLS) analytical software. The results show a reasonable fit between the data analysed and the proposed research model: SRMR (0.072), CR > 0.7, AVE > 0.5, Cronbach Alpha > 0.7, and VIF < 5. The study reveals that empowerment is a strong predictor of organizational performance than compensation. Moreover, employee commitment (mediate) partially contributes to organizational performance. HR practitioners may collect the employees’ data more regularly to learn if HR practices produce the desired commitment level to produce organizational performance. This study is limited to the Saudi universities and responders who participated in the questionnaire. Future studies should focus on other economic sectors to help generalize the research outcomes and validate the study’s hypothetical model.

The Effect of HRM Practices on Organizational Performance: A Survey of Malaysian State Sports Councils’ Employees

“…According to Paderna et al (2020), well-equipped employees with necessary resources like rewards training and development are more likely to contribute to achieving superior outcomes. On the other hand, the finding of past scholars shows HRM practices are not significant in organizational performance perceived by teachers in Saudi Arabia (Akhtar et al, 2022).…”

How Does Acceptance and Commitment Therapy Reduce Burnout Among Academicians From Malaysian Research Universities? A Systematic Review

“…Numerous empirical investigations have consistently demonstrated that individuals working in academic settings are more prone to experiencing burnout compared to their non-academic counterparts, leading to heightened psychological distress and diminished job satisfaction (Mohamed et al, 2021). Specifically, within the context of burnout in Malaysian RUs, the demands associated with job responsibilities exert a substantial influence on the perception of burnout, which, in turn, significantly impacts the in-role and extrarole performance of academics (Mayang et al, 2020, Akhtar et al, 2022. Furthermore, within the realm of RUs in Malaysia, it has been identified that career growth serves as the most prominent stressor, followed by the pressures associated with research and teaching (Arma & Ismail, 2016).…”