Explanatory investigation of the moderating role of employee proactivity on the causal relationship between innovation‐based human resource management and employee satisfaction

2019 ◽  
Vol 20 (2) ◽  
Author(s):  
Taiwo T. Lasisi ◽  
Kayode K. Eluwole ◽  
Ali Ozturen ◽  
Turgay Avci
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Causal Relationship ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Moderating Role

Employee satisfaction, employee engagement and turnover intention: The moderating role of position level

2021 ◽  
pp. 1-16
Author(s):  
Decheng Wen ◽  
Dongwei Yan ◽  
Xiaojing Sun
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Moderating Role

BACKGROUND: Employee satisfaction, employee engagement and turnover intention have always been hot issues in the study of sustainable human resource management. Understanding the relationship among the three is critical for both researchers and human resource practitioners. OBJECTIVE: This study aims to distinguish the effects of employee satisfaction on employee engagement and turnover intentions, and explore the mediating roles of employee engagement and the moderating effects of position level. METHODS: Structural equation modelling and questionnaire. RESULTS: Pay satisfaction, satisfaction with supervisor, satisfaction with work itself, and satisfaction with promotion have positive impacts on employee engagement significantly. Pay satisfaction, satisfaction with supervisor, satisfaction with promotion, satisfaction with co-workers have negative impacts on turnover intention. Employee engagement have a negative impact on turnover intention. Employee engagement partially mediates the relationships between satisfaction with supervisor and turnover intention as well as satisfaction with promotion and turnover iIntention. The moderating roles of position level between satisfaction with supervisor, satisfaction with co-workers and turnover intention have been supported by data. CONCLUSIONS: This paper validates the relationship among employee satisfaction, employee engagement and turnover intention, and the moderating role of position level systematically. Some suggestions are provided for practitioners in the area of human resource management.

scholarly journals The Relationship between Human Resource Management Ambidexterity and Talent Management: The Moderating Role of Electronic Human Resource Management

2016 ◽  
Vol 9 (6) ◽  
pp. 80 ◽  
Author(s):  
Mostafa Mohamed Ahmed AlKerdawy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Management ◽  
Future Research ◽  
International Banks ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

<p>This study investigates the moderating role of electronic human resource management (e-HRM) in the relationship between human resource management ambidexterity (HRMA) and talent management (TM) using data collected from 430 managers working in 10 international banks in Egypt. e-HRM was found to be an important moderator of the relationship between HRMA and TM. The more dependence on e-HRM in executing human resource policies in banks, the greater influence of HRMA on TM. The results referred also a positive and significant influence of both HRMA and e-HRM on TM. This study concludes by discussing managerial implications and the limitations should be addressed in future research.</p>

scholarly journals Influence of Ethical Leadership on Employees’ Innovative Behavior: The Role of Organization-Based Self-Esteem and Flexible Human Resource Management

2021 ◽  
Vol 13 (3) ◽  
pp. 1359
Author(s):  
Qiuxiang Wen ◽  
Yingxuan Wu ◽  
Jing Long
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Leadership ◽  
Self Esteem ◽  
Mediating Effect ◽  
Innovative Behavior ◽  
The Relationship ◽  
Moderating Role

Employees’ innovative behavior is a vital source for promoting the sustainable survival and development of enterprises. Innovation is a complicated and high-risk mental process, where in each stage employees’ innovative attitude and behavior will be affected by the varying behaviors of their direct leaders. Therefore, exploring the intricate relationship between leadership behavior and employees’ innovative behavior is necessary. Based on social exchange theory, this study builds a cross-level moderation model to investigate the impact of ethical leadership on employees’ innovative behavior and the mediating role of organization-based self-esteem and the moderating role of flexible human resource management. On the basis of a questionnaire survey of 146 supervisors and 365 subordinates in the mainland of China, the empirical results show that: (a) Ethical leadership positively affects employees’ innovative behavior significantly; (b) Organization-based self-esteem has a partial mediating relationship between ethical leadership and employees’ innovative behavior; and (c) flexible human resource management plays a positive moderating role in the relationship between organization-based self-esteem and employees’ innovative behavior, and it also positively moderates the mediating effect of organization-based self-esteem on the relationship between ethical leadership and employees’ innovative behavior. The findings reveal the internal mechanism and boundary condition of ethical leadership influencing employees’ innovative behavior, which provide a reference for enterprises to encourage employees to innovate, and have important practical significance for employees to actively pursue innovative activities in the workplace.

scholarly journals Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt

2021 ◽  
Vol 19 ◽  
Author(s):  
Mohamed M. Saad ◽  
Hazem R. Gaber ◽  
Ashraf A. Labib
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Banking Sector ◽  
Research Approach ◽  
Hrm Practices ◽  
The Impact ◽  
Moderating Role

Orientation: The concept of employee engagement has attracted the attention of both academics and practitioners due to its importance in enhancing the performance and profitability of organisations.Research Purpose: This article examines the impact of human resource management (HRM) practices on employee engagement in the Egyptian context. The purpose of this article was to develop an in-depth understanding of the concepts of HRM practices and their impact on employee engagement, and the moderating role of strategy implementation.Motivation for the study: Given the scarcity of research that examines the impact of HRM practices on employee engagement especially in the banking sector, this article examines how different HRM practices can influence the level of employee engagement.Research approach/design and method: For the purpose of answering the research questions and testing the proposed hypotheses, a quantitative research approach was adopted by distributing a questionnaire to 228 employees from the banking sector in Egypt.Main findings: The findings indicated that HRM practices had a positive significant impact on employee engagement. In particular, these practices included selection and hiring, job design as well as reward and payment systems. However, the findings showed that the strategic implementation does not moderate the relationship between HRM practices and employee engagement.Practical/managerial implications: This article provides some guidelines for organisations to follow to fully utilise the power of employee engagement by applying effective HRM practices.Contribution/value-add: The contribution of this study is that it is one of the few studies that have so far investigated this relationship in the Egyptian environment.

scholarly journals Green Human Resource Management and Environmental Innovativeness

2021 ◽  
Vol 16 (6) ◽  
pp. 1117-1130
Author(s):  
Sufaid Ali ◽  
Anees Janee Ali ◽  
Khurram Ashfaq ◽  
Jamshed Khalid
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Manufacturing Firms ◽  
Hrm Practices ◽  
Furniture Manufacturing ◽  
Green Human Resource Management ◽  
Innovative Culture ◽  
Moderating Role

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

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