Journal of Human Resource Management
Journal of Human Resource Management
Publishing House: Fakulta managementu Univerzity Komenského v Bratislave
Subject(s): Economy
Frequency: 2 issues
Print ISSN: 1335-3888
Online-ISSN: 2453-7683
Status: Active
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Articles list
The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees
The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees
(The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees)
- Publication: (2/27/2024)
- Author(s): Benjamin Adegboyega OLABIMITAN, Sunday Samson BABALOLA
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 1-21
- No. of Pages: 21
- Keywords: organisational culture; work deviance; organisational justice; structural equation model; perceived stress;
- Summary/Abstract: Purpose – This study examined the influence of situational factors on organisational deviance and how organisational culture could mediate these factors among public employees. Aims(s) – The study aimed to identify predictors of workplace deviant behaviour in the public service and the mediatory roles of organisational cultures in these predictors. Design/methodology/approach – The study employed a quantitative approach using a cross-sectional survey design to collect data from 430 participants; the analysis included regression analysis and structural equation modelling to examine the mediating effect of organisational culture. Findings – The results of the structural equation modelling adopted in the data analysis revealed that injustice, stress, and lack of support were responsible for the increased observed organisational behaviour. The result also revealed that perceived organisational injustice and work stress levels significantly predict deviant behaviour among the studied group, while the organisation's culture mediated the influence of justice and stress predictor variables. Limitations of the study – The study outcome may not be free of sampling error and non-response error due to self-reported surveys that could be subject to bias. The sample may be limited to public service, thus limiting the generalisation of the findings to other sectors. Practical implications and Originality/value – The study contributes to the literature on the mediating role of organisational culture in deviant work behaviour. It also shows how the organisational culture could be used to control or prevent this cankerworm called workplace deviation among employees who implement policies within the organisation.
Effect of Trade Unionism on Non-Academic Staff Performance in a Public Institution
Effect of Trade Unionism on Non-Academic Staff Performance in a Public Institution
(Effect of Trade Unionism on Non-Academic Staff Performance in a Public Institution)
- Publication: (2/27/2024)
- Author(s): Adams Lukman JIMOH, Abdulrasaq SALMAN, Idowu Jamiu YAHAYA, Idowu Afolashade ANIMASHAUN
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 22-33
- No. of Pages: 12
- Keywords: career progression; performance; salary structure; team spirit; trade unionism;
- Summary/Abstract: Purpose – Various challenges faced by non-academic personnel in Nigerian institutions, such as a lack of team spirit, inadequate salary, insufficient staff development programs, poor infrastructure, strike actions, insecurity, subpar health insurance, and limited career progression, prompted an examination of their effect on performance at the University of Ilorin.Aims(s) – This research aimed to investigate the influence of compensation structure, career development, and team spirit on the non-academic staff's performance.Design/methodology/approach – With a population of 1,600 and a sample size of 320, as established by Taro Yamane's sample size calculation, the study used a descriptive research approach. A questionnaire was used for data collection, and the Statistical Package for Social Sciences (SPSS) program was used for basic regression analysis.Findings – The results showed that non-academic staff performance at the public institutions were positively and significantly impacted by compensation structure, career growth, and team spirit. The study successfully determined the impact of trade unionism on non-academic employee performance, emphasizing the positive effects of a sound wage structure, strong team spirit, and career advancement.Limitations of the study – The fact that the results are context-specific represents a major limitation.Originality/value – The results suggested that the public institutions should prioritize and assess team spirit, along with enhancing non-academic personnel's remuneration packages. Furthermore, career advancement was identified as a key factor influencing non-academic staff performance, emphasizing the importance of providing opportunities for professional growth and promotion to motivate employees to excel and contribute to the institution's success.
Organizational Identification as a Mediator of Organizational Support, Employee Engagement, and Commitment: The Case of Non-Teaching Employees in the Mindanao State University-Iligan Institute of Technology (MSU-IIT)
Organizational Identification as a Mediator of Organizational Support, Employee Engagement, and Commitment: The Case of Non-Teaching Employees in the Mindanao State University-Iligan Institute of Technology (MSU-IIT)
(Organizational Identification as a Mediator of Organizational Support, Employee Engagement, and Commitment: The Case of Non-Teaching Employees in the Mindanao State University-Iligan Institute of Technology (MSU-IIT))
- Publication: (2/27/2024)
- Author(s): Mark Ronie O. DUROG, Pamela F. RESURRECCION
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 34-51
- No. of Pages: 18
- Keywords: organizational identification; organizational support; employee engagement; organizational commitment; non-teaching employee;
- Summary/Abstract: Purpose – The primary objective of this study is to assess and compare the levels of organizational identification, employee engagement, organizational commitment, and perceptions of organizational support between contract-of-service and regular non-teaching employees in a state university in Iligan City.Aims(s) – This study investigates whether OI among contract-of-service and regular non-teaching employees mediates the relationships between OS, EE, and OC.Design/methodology/approach – This study used a cross-sectional quantitative research design. The respondents comprised 81 contract-of-service and 91 regular non-teaching employees from different offices in MSU-IIT using an online survey form. The collected data was analyzed using SmartPLS4 and Partial Least Square of Structural Equation Modeling (PLS-SEM) to test the hypotheses.Findings – The findings show that Organizational Identification (OI) significantly mediates the relationship between Organizational Support and Affective Commitment (AC), with stronger effects for contract-of-service employees. For contract-of-service and regular employees, OI is crucial in linking support and commitment. Regular non-teaching employees show stronger OI than temporary workers, enhancing their engagement and commitment.Limitations of the study and practical implications – Future research can also be conducted on a larger sample size, including other government higher educational institutions in Mindanao, to generalize the findings. One such limitation is the scope of this study, which is limited to a state university in Iligan City only. This work is limited to the MSU-IIT non-teaching employees; a cross-cultural study may be conducted to see if any variations occur in other cultural settings. A comparative study among the non-teaching employees of government and private higher educational institutions is also suggested.Originality - This research contributes to the broader understanding of employee dynamics, especially the non-teaching employees within the academic sector, specifically in the Philippine context, with implications for improving institutional performance and employee well-being.
Impact of Human Resource Development Practices on Employee Performance in Ghana's Community Banking Sector
Impact of Human Resource Development Practices on Employee Performance in Ghana's Community Banking Sector
(Impact of Human Resource Development Practices on Employee Performance in Ghana's Community Banking Sector)
- Publication: (2/27/2024)
- Author(s): Emmanuel Erastus YAMOAH, Bernice AMOAKO
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 52-68
- No. of Pages: 17
- Keywords: human resource development; employee performance; competence; community banks; training and development; ghana;
- Summary/Abstract: Aim – This study investigates the influence of Human Resource Development (HRD) practices on employee performance in community banks, with a specific focus on the mediating role of employee competence. Design/methodology/approach – The study adopted an explanatory research design aligned with a positivist epistemology. Data was collected over three months using a self-administered questionnaire distributed to a sample of 254 employees selected through a stratified random sampling technique from the three leading community banks in Ghana's Ashanti region. Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis was then employed to analyze the collected data.Findings – The analysis revealed significant positive relationships between HRD practices and both employee performance and competence. Furthermore, the study confirms that employee competence mediates the relationship between HRD practices and employee performance.Limitation – The study employs a cross-sectional design, limiting the ability to establish definitive causal relationships. Practical implications – Community banks can leverage this research to design and implement targeted HRD programs that enhance employee skills and knowledge, leading to improved performance and ultimately contributing to the financial well-being of rural communities. Findings on the mediating role of employee competence suggest that HRD practices should go beyond just training and development, encompassing initiatives that foster a learning culture and encourage knowledge application within the organization. The study's focus on community banks in Ghana extends the generalizability of HRD practices research to developing economies, informing HR strategies for these institutions. Originality/value – This study emphasizes the vital role of well-planned HRD interventions in community banks, specifically in enhancing employee skills and knowledge for improved organizational performance. It provides valuable insights into HRD practices within these institutions, highlighting its potential to drive financial inclusion and support economic growth in rural areas. Additionally, the study advances knowledge on HRD-performance dynamics in an underexplored context: community banks in developing economies.
Work Engagement and Organizational Commitment Relationship with Career Growth
Work Engagement and Organizational Commitment Relationship with Career Growth
(Work Engagement and Organizational Commitment Relationship with Career Growth)
- Publication: (2/27/2024)
- Author(s): Dan SHI
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 69-77
- No. of Pages: 9
- Keywords: graduates; career growth; work engagement; organizational commitment;
- Summary/Abstract: Purpose – The study aims to explore the correlation between work engagement and organizational commitment from an organizational standpoint, and their influence on career advancement from the perspective of graduatesAims(s) – It will examine graduates' career growth (career goal progress, professional ability development, organizational return growth, career advancement growth), organizational commitment (affective Commitment, continuance Commitment, normative Commitment) and work engagement (vigor, dedication, absorption) .Question：Is there a significant relationship between the graduates' career growth and each of the following?a. Sustenance of their work engagementb. Manifestation of their organizational commitmentHypothesis ：Work engagement and organizational commitment positively correlate with graduates' career growth.Design/methodology/approach – This research adopts a quantitative approach with a correlational research design.The Utrecht Group's frame of reference has largely shaped the concept of work engagement. The majority of the articles examined used UWES as a tool, according to Zahari and Kaliannan's systematic review (2022). The most accepted tool to measure Organizational Commitment is that of Allen and Meyer (1990). and generalization of findings across various studies.Spearman-rank correlation was used to determine the significant relationship between graduates’ career growth and sustenance of their work engagement and manifestation of their organizational commitment.Findings – There is a significant relationship between the level of career growth and work engagement among the participants. Additionally, their level of career growth also shows a significant positive correlation with their commitment to the organization. Employees with more excellent career advancement opportunities tend to be more invested in their work and demonstrate a more substantial commitment to the organization.Limitations of the study – through consistent investment in the professional development of their employees, firms not only enhance job engagement but also foster a highly proficient and driven staff. Ultimately, this positive cycle of advancing in one's profession and being dedicated to the company helps achieve overall success and ensure its long-term existence.Originality/value – This research endeavor on graduates' work engagement, organizational commitment, and career growth proves to be highly beneficial for the government. holds significant importance as it aims to generate empirical evidence about workplace attitudes among business master's and doctorate students, as opposed to relying solely on theoretical speculation. Lastly, the industry/company/employer will also benefit from this study by having committed employees who can contribute much to the attainment of the organizations’ goals and objectives.
Talent Management in the Slovenian Public Administration for Young Talented Individuals from Generation Z
Talent Management in the Slovenian Public Administration for Young Talented Individuals from Generation Z
(Talent Management in the Slovenian Public Administration for Young Talented Individuals from Generation Z)
- Publication: (2/27/2024)
- Author(s): Lea KRAJEC, Jernej BUZETI
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 78-94
- No. of Pages: 17
- Keywords: talent management; attracting; developing; retaining; young talented individuals; Gen Z; public administration;
- Summary/Abstract: Purpose – Talent management is becoming an increasingly important area of research and implementation in organisations as is the importance of the organisation's internal resources, i.e. people. The purpose of the paper is to present the results and key findings of the research on how employees in Slovenian public administration rate the implementation and its effects of talent management activities to attract, develop and retain young talented individuals from generation Z.Aims(s) – The aims of this paper were to evaluate the talent management activities for young talented individuals in Slovenian public administration and develop a model of Gen Z talent management.Design/methodology/approach – Survey data was collected with the help of an online questionnaire and the questionnaire, which was designed for the empirical research, consisted of several sets of questions. The collected data was processed in the SPSS statistical program and Microsoft Excel.Findings – The results of the survey show that the respondents do not rate attracting, development and retention of young talented individuals in public administration the best as the average rating of all sets is 3.0. Results show that some attraction and development activities have a positive impact (p < 0.05) on the retention of young talented individuals in Slovenian public administration organisations.Limitations of the study – The limitation was related to the fact that the survey was conducted only in the Slovenian public administration and not in the entire public sector. It would be reasonable to expand the research in the future to the entire public sector and abroad.Practical implications – The paper is useful for practice mainly because it presents the possibility of using the developed model of Gen Z talent management in public administration.Originality/value – The originality of the topic is reflected in the lack of empirical research on the topic of Gen Z talent management in public administrations and the first such research in Slovenian public administration.
Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors
Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors
(Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors)
- Publication: (2/27/2024)
- Author(s): Guillaume REVILLOD
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 95-122
- No. of Pages: 28
- Keywords: HR; HRM; management; information systems; AI; artificial intelligence; recruitment; hiring process; innovative climate; private and public sectors;
- Summary/Abstract: Purpose – There are no studies on the factors involved in the spread of AI recruitment tools in Swiss HR.Aims(s) – The aim of this paper is to understand the determinants of AI diffusion in Swiss human resources recruitment process. In addition to the usual factors such as relative advantage, costs, security, financial resources or organizational size, this paper also looks at factors such as red tape or the innovative climate of organizations.Design/methodology/approach – This article is based on a quantitative method, PLS-SEM. Our database consists of 324 private and public respondents working in Swiss HR. They were selected through a survey based on their membership of the various regional sections of the HR Swiss association.Findings – The main findings of this article are that relative advantage, compatibility, complexity, cost reduction, size of organization, technological expertise of employees, innovative climate, and red tape are directly related to the evaluation and adoption stages of this type of AI tool. Security, for its part, is only linked to the evaluation of these tools. Compatibility and technological expertise are also directly linked to the routinization of these tools.Limitations of the study – First, this is a longitudinal study that needs to be replicated to offer causal explanations. There may also be a selection bias in favor of optimistic respondents who already have HR AI in their organization. This bias is nevertheless controlled, as few of our respondents already use this type of tool. In the future, other predictors could be added to our model, including environmental or individual predictors.Practical implications – HR decision-makers now know what levers they can use to successfully implement HR AI in their recruitment process.Originality/value – This article makes a significant contribution to the literature about the diffusion of nascent HR information systems in the specific context of Switzerland and provides decision-makers with levers on which to act to encourage the introduction of this type of AI-based information systems within their organization. No other study has identified the factors behind the spread of HR AI tools in the specific context of Switzerland, as they are still in their infancy.
The Impact of Transformational Leadership Communication on Personal Leadership of Administrative Staff in Higher Education: A Case Study
The Impact of Transformational Leadership Communication on Personal Leadership of Administrative Staff in Higher Education: A Case Study
(The Impact of Transformational Leadership Communication on Personal Leadership of Administrative Staff in Higher Education: A Case Study)
- Publication: (2/27/2024)
- Author(s): Sigita JURAVIČIŪTĖ, Justina Budreikaitė
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 123-142
- No. of Pages: 20
- Keywords: transformational leadership; leader communication; personal leadership; administrative employees; organizational structure; teamwork; work efficiency;
- Summary/Abstract: Purpose – The aim of this study is to investigate how communication styles of transformational leaders affect the personal leadership of administrative employees.Aim – The paper aims to identify aspects of transformational leader communication that enhance personal leadership among administrative employees in higher education.Methodology – Research data was collected by a survey. The study sample consists of administrative staff from state University operating in Lithuania (N=115). Statistical data analysis, including the chi-square (χ2) test, Student's t-test, ANOVA, Smirnov-Kolmogorov test, Shapiro-Wilk test, and Spearman correlation (r) was conducted using SPSS Statistics 20.Findings – The study findings indicate that communication characteristic of transformational leadership promotes personal leadership, loyalty, job satisfaction, and positively impact organizational climate. Some aspects of transformational leadership differ by demographic factors such as gender, age and positionLimitations of the study – The study acknowledges certain limitations, including the subjective nature of survey responses and the focus on a single organization's administrative staff, which may limit the generalizability of the results.Originality/value – This study is among the few exploring the impact of transformational leader communication on administrative employees' personal leadership, particularly within the context of Lithuanian organizations, and by analyzing demographic differences in this regard. It provides new insights into the importance of transformational leadership and its practical benefits in organizations.The research outcomes can assist organizational leaders in understanding how their communication can influence employees' personal leadership qualities. This understanding may lead to practical outcomes such as improved organizational structure, enhanced teamwork, and increased productivity.
Role of HR Practices in Fostering Employee Creativity: Mediating Role of Organizational Culture
Role of HR Practices in Fostering Employee Creativity: Mediating Role of Organizational Culture
(Role of HR Practices in Fostering Employee Creativity: Mediating Role of Organizational Culture)
- Publication: (2/27/2024)
- Author(s): Saurav PANTA
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 143-157
- No. of Pages: 15
- Keywords: HR practices; creativity; innovation; leadership; training; motivation; rewards;
- Summary/Abstract: Purpose – This paper explores the role of human resource (HR) practices in fostering employee creativity, specifically focusing on leadership, motivation, training, and rewards. Although existing literature addresses similar topics globally, a research gap is evident in the context of Nepal, where cultural, social, and economic factors may influence how HR practices interact with organizational culture to foster creativity.Aims(s) – The primary aim of this paper is to assess the role of HR practices in encouraging employee creativity. Additionally, the paper aims to analyse whether organizational culture mediates the relationship between HR practices and employee creativity.Design/methodology/approach – This study uses a quantitative research approach, collecting data from 131 employees across various organizations in Nepal through a structured questionnaire. Data was analysed using SMART PLS software to examine relationships between the variables.Findings – It was found that in order to encourage employees' creativity at work, the right kind of leadership, encouragement, and rewards should be given to them. However, training does not seem to have a significant relation in fostering employee creativity. Similarly, creativity of employee is not mediated by organizational culture. By understanding the factors that helps to foster the employee’s creativity in work, it is possible to develop more innovative and new ideas to perform the work.Limitations of the study – The study focuses only on select HR practices and is limited by a small sample size of 131 respondents, primarily from Kathmandu Valley. Additionally, the gender imbalance (74.81% male) may limit the generalizability of the findings. Future research should include a more diverse and balanced sample to enhance the understanding of HR practices' impact on employee creativity.Originality/value – This study provides novel insights into the HR-creativity relationship within the unique cultural and economic context of Nepal, offering value to HR practitioners and scholars interested in enhancing employee creativity in developing countries.
Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs
Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs
(Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs)
- Publication: (2/27/2024)
- Author(s): Chamdan PURNAMA, Dinda FATMAH, Mirhamida RAHMAH, Syaiful HASANI, Yusriyah RAHMAH, Zakiyah Zulfa RAHMAH
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 158-168
- No. of Pages: 11
- Keywords: organizational culture; job satisfaction; normative commitment; organizational citizenship behavior; Clothing SMEs;
- Summary/Abstract: Purpose – What is the gap in prior literature this paper fills in? This study addresses a gap in the literature by investigating the relationships between organizational culture (OC), job satisfaction (JS), normative commitment (NC), and organizational citizenship behavior (OCB) within the context of Clothing SMEs in Indonesia.Aims(s) – The primary aim is to understand how organizational culture and job satisfaction influence normative commitment and OCB, with a secondary aim of identifying the mediating role of normative commitment in these relationships.Design/methodology/approach – Using an explanatory research approach, data was collected from 165 employees of Clothing SMEs across Indonesia through questionnaires utilizing a five-point Likert scale. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4, incorporating a two-stage approach to assess both the outer and inner models.Findings –The results show that organizational culture positively influences both normative commitment (β = 0.439, p < 0.000) and OCB (β = 0.223, p < 0.003). Job satisfaction also positively affects normative commitment (β = 0.379, p < 0.000) and OCB (β = 0.318, p < 0.000). Moreover, normative commitment serves as a mediator, enhancing the effects of organizational culture and job satisfaction on OCB.Limitations of the study – The cross-sectional design limits the ability to infer causality, and the focus on the textile sector in SMEs may limit generalizability. Future research should explore these relationships in other industries and consider longitudinal designs.Originality/value – This study contributes to the literature by empirically demonstrating the causal interactions between organizational culture, job satisfaction, normative commitment, and OCB, with a specific focus on SMEs in a developing country context.
Demographic Analysis and Resource Allocation in Humanitarian Aid: A Case Study of Age-Specific Service Provision
Demographic Analysis and Resource Allocation in Humanitarian Aid: A Case Study of Age-Specific Service Provision
(Demographic Analysis and Resource Allocation in Humanitarian Aid: A Case Study of Age-Specific Service Provision)
- Publication: (2/27/2024)
- Author(s): Andrea Seberíni, Martin Hronec, Miroslava TOKOVSKÁ
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 169-182
- No. of Pages: 14
- Keywords: humanitarian aid; demographic analysis; gender disparities; age-specific needs; ukrainian refugees; Slovakia;
- Summary/Abstract: Purpose – The purpose of this study is to address a gap in the existing literature on humanitarian service use by Ukrainian refugees in Slovakia. In particular, it examines the patterns of service use by different demographic groups and considers the implications of these patterns for the allocation of resources.Aims(s) – The principal aim is to analyse the variations in service utilisation across different demographic groups and service categories. Secondary objectives include the identification of trends in service delivery over time and the drawing of implications for future humanitarian response strategies.Design/methodology/approach – The study employs a quantitative, cross-sectional methodology, analysing data from a charitable organisation situated in the Slovakian midlands. The service delivery records of 1,033 cases, encompassing seven categories, were examined over the period from November 2023 to March 2024. The data analysis comprised descriptive statistics, chi-square tests and time series analysis.Findings – The results revealed a significant gender disparity, with women utilizing 73.3% of the services in question. With regard to age, the 45-60 age group constituted the largest proportion of service users (39.5%). The most frequently provided services were food assistance and hygiene support. The time series analysis revealed a peak in November 2023, followed by a gradual decline.Limitations of the study - The study is limited by its focus on a single organisation and region, which restricts the potential for generalisation. A five-month study period may not be sufficiently long to capture long-term trends or seasonal changes.Originality/value - The study provides evidence-based insights for more targeted and effective resource allocation in refugee assistance and contributes to the growing body of literature on demographic analysis in humanitarian contexts.
The Effect of Job Satisfaction on Organizational Performance: The Mediating Role of Managerial Values Congruence
The Effect of Job Satisfaction on Organizational Performance: The Mediating Role of Managerial Values Congruence
(The Effect of Job Satisfaction on Organizational Performance: The Mediating Role of Managerial Values Congruence)
- Publication: (2/27/2024)
- Author(s): Sulemana IDDRISU
- Contributor(s):
- Language: English
- Subject(s): Business Economy / Management, Human Resources in Economy
- Issue: 2/27/2024
- Page Range: 183-200
- No. of Pages: 18
- Keywords: job satisfaction; organizational performance; managerial values congruence; mediation; social exchange theory;
- Summary/Abstract: Purpose – This study addresses this gap by examining how managerial values congruence, representing alignment between employees and managerial values, mediates the relationship between job satisfaction and organizational perfor-mance.Aims(s) – The study aims to use a unique measure of employee job satisfaction that specifically reflects their level of contentment with their employment and working environment.Design/methodology/approach – The author employed a quantitative research approach using a cross-sectional survey design to collect data about the popula-tion at the time of the study. The sample size consisted of 500 staff members from colleges of education, selected through convenience sampling techniques.Findings – By elucidating the mediating mechanism, our study contributes to a deeper understanding of the drivers of organizational effectiveness and offers practical insights for human resource management practices.Limitations of the study – A limitation of this study is the lack of a longitudinal design, which restricts the understanding of causal relationships and temporal dynamics. Therefore, future research could explore these relationships through longitudinal studies, cross-cultural comparisons, and multi-level modeling tech-niques. Additionally, qualitative methods, such as interviews or case studies, could provide deeper insights into the mechanisms and contextual factors un-derlying these relationships.Originality/value – The originality of this research lies in examining the mediat-ing role of managerial values congruence between job satisfaction and organiza-tional performance, contributing to the development of social exchange theory and providing practical recommendations for improving organizational pro-cesses.
Short Description
Journal of Human Resource Management (JHRM) is a double-blind peer reviewed international scientific journal with an international Editorial Board. The journal is published since 1998 twice a year by the Faculty of Management, Comenius University in Bratislava, Slovakia. The JHRM aims at creating an open forum for scientific discourse focused on human resource management, inviting theoretical as well as empirical research papers. Special attention is paid to studies focused on human resource management practices in Central and Eastern European countries. Articles published in the JHRM should bring new insights into topics related to human resource management, especially in:
- Strategic human resource management
- International and global human resource management
- Human resource management functions (HR planning, recruitment and selection, training and development, employee motivation, evaluation and compensation, career management, employee turnover, industrial relations, etc.)
- Future trends in human resource management
- Cross-cultural aspects of human resource management
Especially encouraged are manuscripts that derive from interdisciplinary and transdisciplinary approach to human resource management. Hence, invited are articles drawing from the collaboration of the scientific discipline of Human Resource Management with Organizational Behavior Business Ethics, Industrial Relations, International Business, Intercultural Communication, and related scientific fields.
