The effects of shaping employee work engagement and job satisfaction on company performance results: the mediating role of HRM outcomes in Central European MNCs
The effects of shaping employee work engagement and job satisfaction on company performance results: the mediating role of HRM outcomes in Central European MNCs

Summary/Abstract: Purpose– The main goal of the article is to determine the mediating role of human resources management(HRM) outcomes in the relationships between shaping employee work engagement and job satisfaction(SEWE&JS) and company performance results and to establish whether there are any identifiable regularitiesin this scope in the pre-pandemic and pandemic period in the headquarters (HQs) and foreign subsidiaries ofmultinational companies (MNCs).Design/methodology/approach– The empirical research included 200 MNCs headquartered in CentralEurope. The raw data in the variables were adjusted with the efficiency index (EI) to capture the actual relationsbetween the variables under study. The partial least squares structural equation modeling (PLS-SEM) wasused to verify the research hypotheses and assess the mediating effects.Findings– The research findings show that the HRM outcomes positively mediate the relationships betweenSEWE&JS and the company performance results. HRM outcomes turned out to be a stronger mediator betweenSEWE&JS and company performance results in finance and quality in the HQs during the pandemic.By contrast, in the local subsidiaries, they were a stronger mediator of the relationships between the results ininnovativeness and quality during the pandemic.Originality/value– In addition to confirming the results of some other researchers, the research findings alsoprovide new knowledge. They determine the mediating role of HRM outcomes in the relationship betweenSEWE&JS and the three categories of company performance results, namely finance, innovativeness andquality. In addition, they identify certain regularities in the four studied contexts, which is a novelty in this typeof research. A novelty is also the use of employee key performance indicators (KPIs) in the data analysis as theefficiency index in analyzing the effect of the variables under study. The value of the research is also the factthat it covers HRM in MNCs established in Central Europe, which, compared to MNCs from the Western world,is not a frequent subject of research.

• Details
• Contents