Journal ArticleDOI
Do HR Practices Influence Job Satisfaction? Examining the Mediating Role of Employee Engagement in Indian Public Sector Undertakings:
TLDR
In this paper, a dearth of research examining relationship among HR practices, employee engagement, and job satisfaction in public sector undertakings in India is identified and a study made an attempt to shed light on it.Abstract:
There is a dearth of research examining relationship among HR practices, employee engagement and job satisfaction in public sector undertakings in India. The present study makes an attempt to shed ...read more
Citations
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Influence of social and work exchange relationships on organizational citizenship behavior, The
TL;DR: In this paper, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism, and they propose that these effects can be explained through a new exchange relationship that they call work exchange.
Journal ArticleDOI
The Measurement of Employee Well-being: Development and Validation of a Scale:
TL;DR: Employee well-being is always found to be strategically relevant to organizations and individuals and has developed into one of the focal areas of research in the study of organizations.
Journal ArticleDOI
The Mediating Effect of Job Satisfaction on the Relationship of HR Practices and Employee Job Performance: Empirical Evidence from Higher Education Sector
TL;DR: In this paper, the authors analyzed the mediating effect of job satisfaction on employee job performance and found that HR practices: recruitment and selection, training and development, performance appraisal and compensation have a direct and significant effect on job performance through job satisfaction among the university faculty members.
Journal ArticleDOI
Human Resource Management Practices and Employee Performance: The Role of Job Satisfaction
Yousef Alsafadi,Shadi Altahat +1 more
TL;DR: In this paper, the authors investigated the impact of human resource management practices (HRMP) on improving Employee Performance (EP) and found that HRMP had a positive impact on job satisfaction and its components (job stability and job enrichment).
Journal ArticleDOI
Authentic leadership traits, high-performance human resource practices and job performance in Pakistan
TL;DR: In this article, the authors explored the linkage among authentic leadership traits and job performance via the mediating role of high-performance human resource practices (HPHRPs) in a developing country context.
References
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Book
Exchange and Power in Social Life
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
Posted Content
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance
TL;DR: In this article, the authors examined the linkages between systems of high performance work practices and firm performance and found that these practices have an economically and statistically significant impact on both intermediate outcomes (turnover and productivity) and short and long-term measures of corporate financial performance.
Journal ArticleDOI
The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance
TL;DR: In this article, the authors comprehensively evaluated the links between systems of high performance work practices and firm performance and found that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short and long-term measures of corporate financial performance.
Journal ArticleDOI
Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
TL;DR: In this paper, a model is tested in which burnout and engagement have different predictors and different possible consequences, showing that burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources.
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