دانلود رایگان مقاله انگلیسی نقش واسطه تعهد سازمانی در رابطه بین شیوه های مدیریت منابع انسانی و مشارکت کارکنان - امرالد 2017

Abstract

Purpose – The main purpose of this study is to examine the mediating role of organizational commitment on the relationship between HRM practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh. Design/methodology/approach – The survey data includes 383 employees from 30 private commercial banks in Bangladesh. For analyzing the data, structural equation modeling (SEM) is employed with bootstrapping method. Findings – This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards & recognition, training & development are the significant predictors of employee engagement. Results also identify OC as a partial mediator on HRM practices and employee engagement relationship which suggest that direct relationship of predictors and criterion variables are stronger than indirect association. More interestingly, findings indicate that the mechanism of black-box stage is not always work on the relationship between HRM practices and employee performance. Originality/value – Exploring the role of OC on the relationship between HRM practices and employees’ behavioral outcome i.e., employee engagement is appeared as an initial effort in the academic literature. Furthermore, empirical research that examine the association of different organizational factors with employee engagement through OC is rarely been investigated. Thus, the findings of this study act as a strategic tool for the bank managers to design their organizational policies in such a way that foster their employee’ level of engagement.

9. Conclusion

The primary objective of this research is to investigate the factors that might have the association to banking sector employees’ engagement. The main purpose of this study is to explore the role of HRM practices on employee engagement based on SET. It also includes the mediating role of OC on employee engagement in the context of banking sector employees in Bangladesh. The present study makes contributions by extending the existing literature based on the relationships among HRM practices, OC and employee engagement. Although very few studies have examined the role of specific HRM practices on employee engagement, the current study extends the existing literature by tackling the identified research gaps through integrating OC as a mediating variable that explains the reasons of why and how HRM practices and employee engagement relationship works. Conclusively, despite having of mixed results, however, this study manages to provide support for the application of SET, in which all the HRM practices have direct significant relationships with employee engagement and also able to generate positive employee attitudes towards the organization (OC) that subsequently, affect employee engagement.