Research paper hr practices

Jiang et al. Job strain was assessed with a two-item scale developed by Li et al. Likewise, physical well-being increases self-efficacy and self-esteem and encourages personal feelings of competence and effective work achievement Bandura, Social well-being may include two dimensions: interactions and relationships between employees, e.

In line with prior research Appelbaum et al.

human resource management articles free download

We thus hope that the study will stimulate more theoretical and empirical research on how to make employees happy, healthy and social, thus generating employee performance synergies.

More reliable sampling techniques are recommended for future research on the subject. Second, while the perceived use of motivation-enhancing HR practices was positively associated with job satisfaction i. It aims at finding efficacy of HR practices as well as the role of Islamic teachings in business.

In other words, while physical and social well-being was found to strengthen the association between the perceived use of skill- and opportunity-enhancing HR practices and in-role job performance, psychological well-being was found to strengthen the association between the perceived use of motivation-enhancing HR practices and innovative job performance.

Furthermore, motivation-enhancing HR practices are suggested as ways to encourage employees to perceive their organization as valuing their contributions Allen et al. Using SAS 9.

Consequently, employees look for employers who can help them achieve social well-being, since they spend a large proportion of their life at work. Theoretical background Different dimensions of employee performance For organizations to maximize their efficiency in existing markets while maintaining a focus on creating future innovations, employees need to perform their given duties and be efficient in them Patel et al.

Rated 5/10 based on 73 review
Impact of human resource (HR) practices on organizational performance