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Journal ArticleDOI

Impact of Human Resource Management Practice and Employees’ Behavioural Outcomes in the Saudi Arabian Manufacturing Sector

TL;DR: In this article , the impact of human resources management on employee's behavioral outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors).
Abstract: The significance of Human Resource (HR) practices in enlightening employee attitudes, such as work satisfaction, organizational commitment and job engagement, have been widely researched in the industrial and organizational psychology literature. However, the research has not uncovered contradicting findings about the connections between employee positive and negative behavioural outcomes in the case of organizational change. This research analyzes the impact of human resources management on employee’s behavioural outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors). It is widely acknowledged that the influence of HRM practices may produce a comparative advantage in the performance of organizations with the well-being of the employees. To find the relationship between the variables, the study incorporates descriptive research methodologies and quantitative analysis of a valid questionnaire is performed utilizing stratified and simple, random samples by HR managers and employees. For data interpretation, a questionnaire of self-administered data was collected from a sample of 300 in Saudi Arabia. Employee behavioural outcomes of HRM practices have a significant and positive relationship between Organizational Commitment, Job Performance, Absenteeism, and Employee Productivity. A negative direct relationship is found between employees’ negative behaviour regarding the use of workplace bullying and employee turnover. The instrument’s internal reliability was established to be 0.793. Followed by inferential evaluations, a significance-level T-Test assessment for the benefit of the manufacturing sector evaluates the Hypothesis Test for HRM practice. The study has some limitations. Although data were collected from various sectors in Saudi Arabia, the findings of the study have limited generalizability. Future studies could extend the analysis to include other workplaces. This is the study of the factors affecting the organizational change of employees’ positive and negative behaviour outcomes which impact organisational growth and employee wellbeing. This study will contribute to the development of the Saudi Arabian power generation, telecommunications, natural gas exploration, and petrochemical sectors sector, which may lead to maintaining this sector work effectively that will have a positive impact on the economy of Saudi society.
References
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Journal ArticleDOI
TL;DR: In this paper, the authors describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance, and their hope is that this research forum will help advance...
Abstract: We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance ...

3,140 citations

Journal ArticleDOI
TL;DR: In this article, the authors found positive associations between human resource management practices, such as training and staffing selectivity, and perceptual firm performance measures, and suggested methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
Abstract: In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.

3,093 citations

Journal ArticleDOI
TL;DR: In this paper, the role of firm size and management formality to explain organizational commitment in British small and medium-sized enterprises (SMEs) with high and low levels of employee satisfaction was investigated.
Abstract: This paper considers a large matched employee–employer data set to estimate a model of organizational commitment. In particular, it focuses on the role of firm size and management formality to explain organizational commitment in British small and medium-sized enterprises (SMEs) with high and low levels of employee satisfaction. It is shown that size ‘in itself’ can explain differences in organizational commitment, and that organizational commitment tends to be higher in organizations with high employee satisfaction compared with organizations of similar size with low employee satisfaction. Crucially, the results suggest that formal human resource (HR) practices can be used as important tools to increase commitment and thus, potentially, effort and performance within underperforming SMEs with low employee satisfaction. However, formal HR practices commonly used by large firms may be unnecessary in SMEs which benefit from high employee satisfaction and positive employment relations within a context of informality.

95 citations

Journal ArticleDOI
TL;DR: In this paper, an exploratory research where surveys have been conducted in the well known public sector Universities of Pakistan; primary data have been collected through questionnaire and in depth face to face interviews.
Abstract: Purpose – The purpose of this paper is to explore/investigate various issues of teachers ' motivation in public sector Higher Educational Institutions of Pakistan. Design/methodology/approach – This is an exploratory research where surveys have been conducted in the well known public sector Universities of Pakistan; primary data have been collected through questionnaire and in depth face to face interviews. Findings – Findings of the research have shown that although compensation packages and financial incentives are important factors for employees in the competitive market environment of the higher education sector but some other factors like job design and working environment, performance management system, and training and development are also significant. The research has also explored various issues being faced by teachers in public sector HEIs related to the above mentioned factors. Originality/value – This study can play a vital role in compelling the higher education authorities to ponder over the...

93 citations

Journal ArticleDOI
TL;DR: In this article, the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance was investigated, and it was concluded that employee retention is likely to mediate in the relationship of human resources practices and the organizational performance.
Abstract: The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance

78 citations

Trending Questions (1)
How does human resource practices have an impact on performance of manufacturing industries?

The paper discusses the impact of human resource management practices on employee behavioral outcomes in the Saudi Arabian manufacturing sector, but it does not specifically mention the impact on performance of manufacturing industries.