MEDIATION ROLE OF JOB SATISFACTION ON HRM—OPERATIONAL PERFORMANCE RELATIONSHIP A THREE-WAY MODERATION EFFECT BY GENDER
The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM...
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Published in | The Journal of developing areas Vol. 51; no. 3; pp. 437 - 452 |
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Main Authors | , , , |
Format | Journal Article |
Language | English |
Published |
Nashville
College of Business at Tennessee State University
22.06.2017
Tennessee State University College of Business Tennessee State University Journal of Developing Areas |
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Abstract | The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM practices and employee performance. Researchers in the study try to integrate both the topics in a single edge. Covering the existing research gap, the study aims at to predict high school teachers’ operational performance on HRM practices and notice whether the job satisfaction mediates the relationship between HR practices and operational performance. The research is a non-experimental study utilizing structured questionnaires. During the survey, information confidentiality and respondents’ anonymous were established. The study has adopted the cross-sectional survey approach and investigated 140 teachers from 14 high schools, located at Sylhet City, Bangladesh. A three-step hierarchical regression model was fitted to regress operational performance on control variable, HRM related independent variables as well as job satisfaction to know the variance explained by each step and to test the effect size. Further, three mediation models were also developed to delineate how HRM practices i.e., discipline and compensation were related to operational performance through job satisfaction. In doing so, mediating role (either complete or partial) of job satisfaction was examined. Results revealed that training and development, discipline and compensation significantly predictedhigh school teachers’ perceived operational performance effort; and job satisfaction has shown both partial and complete mediation effects in the relationships between HRM practices and operational performance. Moderating variable, viz., gender did moderate none of relationships among independent, mediator and predicted variables. Thus, school teachers’ operational performance and job satisfaction resultant from HRM practices do not differ significantly by gender status. The key implication of the study is assisting the management committee of higher secondary schools in focusing on specific HRM practices to draw out school teachers’ performance effort. And all HR practices more or less important for educational institutions but to boost up employee performance effort training & development, discipline and compensation system are more imperative. |
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AbstractList | The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM practices and employee performance. Researchers in the study try to integrate both the topics in a single edge. Covering the existing research gap, the study aims at to predict high school teachers' operational performance on HRM practices and notice whether the job satisfaction mediates the relationship between HR practices and operational performance. The research is a nonexperimental study utilizing structured questionnaires. During the survey, information confidentiality and respondents' anonymous were established. The study has adopted the cross-sectional survey approach and investigated 140 teachers from 14 high schools, located at Sylhet City, Bangladesh. A three-step hierarchical regression model was fitted to regress operational performance on control variable, HRM related independent variables as well as job satisfaction to know the variance explained by each step and to test the effect size. Further, three mediation models were also developed to delineate how HRM practices i.e., discipline and compensation were related to operational performance through job satisfaction. In doing so, mediating role (either complete or partial) of job satisfaction was examined. Results revealed that training and development, discipline and compensation significantly predictedhigh school teachers' perceived operational performance effort; and job satisfaction has shown both partial and complete mediation effects in the relationships between HRM practices and operational performance. Moderating variable,viz., gender did moderate none of relationships among independent, mediator and predicted variables. Thus, school teachers' operational performance and job satisfaction resultant from HRM practices do not differ significantly by gender status. The key implication of the study is assisting the management committee of higher secondary schools in focusing on specific HRM practices to draw out school teachers' performance effort. And all HR practices more or less important for educational institutions but to boost up employee performance effort training & development, discipline and compensation system are more imperative. The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM practices and employee performance. Researchers in the study try to integrate both the topics in a single edge. Covering the existing research gap, the study aims at to predict high school teachers’ operational performance on HRM practices and notice whether the job satisfaction mediates the relationship between HR practices and operational performance. The research is a non-experimental study utilizing structured questionnaires. During the survey, information confidentiality and respondents’ anonymous were established. The study has adopted the cross-sectional survey approach and investigated 140 teachers from 14 high schools, located at Sylhet City, Bangladesh. A three-step hierarchical regression model was fitted to regress operational performance on control variable, HRM related independent variables as well as job satisfaction to know the variance explained by each step and to test the effect size. Further, three mediation models were also developed to delineate how HRM practices i.e., discipline and compensation were related to operational performance through job satisfaction. In doing so, mediating role (either complete or partial) of job satisfaction was examined. Results revealed that training and development, discipline and compensation significantly predictedhigh school teachers’ perceived operational performance effort; and job satisfaction has shown both partial and complete mediation effects in the relationships between HRM practices and operational performance. Moderating variable, viz., gender did moderate none of relationships among independent, mediator and predicted variables. Thus, school teachers’ operational performance and job satisfaction resultant from HRM practices do not differ significantly by gender status. The key implication of the study is assisting the management committee of higher secondary schools in focusing on specific HRM practices to draw out school teachers’ performance effort. And all HR practices more or less important for educational institutions but to boost up employee performance effort training & development, discipline and compensation system are more imperative. |
Audience | Academic |
Author | Rahman, Mohammad Mizanur Uddin, Mohammad Jamal Miah, Muhammad Abdus Shaheed Rahaman, Md Saidur |
Author_xml | – sequence: 1 givenname: Mohammad Jamal surname: Uddin fullname: Uddin, Mohammad Jamal organization: Metropolitan University, Bangladesh – sequence: 2 givenname: Muhammad Abdus Shaheed surname: Miah fullname: Miah, Muhammad Abdus Shaheed organization: Islamic University, Bangladesh – sequence: 3 givenname: Mohammad Mizanur surname: Rahman fullname: Rahman, Mohammad Mizanur organization: Universiti Putra Malaysia, Malaysia – sequence: 4 givenname: Md Saidur surname: Rahaman fullname: Rahaman, Md Saidur organization: Metropolitan University, Bangladesh |
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Copyright | Copyright © Tennessee State University. COPYRIGHT 2017 Tennessee State University Copyright Journal of Developing Areas Summer 2017 |
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SubjectTerms | Analysis Compensation Confidentiality Developing countries Discipline Employee performance Gender Human resource management Human resources management Hypotheses Independent variables Job satisfaction LDCs Mediation Moderation Polls & surveys Questionnaires Secondary school teachers Secondary schools Standard deviation Teachers Teaching Variables |
Subtitle | A THREE-WAY MODERATION EFFECT BY GENDER |
Title | MEDIATION ROLE OF JOB SATISFACTION ON HRM—OPERATIONAL PERFORMANCE RELATIONSHIP |
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