To begin with, of the most important factors that affect the operational performance of the companies is the human resources. Therefore, the development of organizational commitment needs effective human resource management practices. In organizational behavior and industrial and organizational psychology, organizational commitment is the psychological attachment to the organization. Organizati...

This paper argues that employee attitudes and behaviour need to be explicitly incorporated into models of HRM and performance and into related empirical studies if we are to improve our understanding of the HRM – performance relationship. At the same time, employee concerns have been neglected in the stream of research on HRM and performance. A simple model is presented and two large-scale cros...

The role of Human resource management (HRM) has shifted overall from traditional (popularly called personnel management) to a strategic one. HRIS outline the amalgamation between HRM and IS. is one best neoteric HR tools in modern organizations. It became popular developed countries since beginning this century. However, only few corporate organizations MNCs developing like Bangladesh have star...

Purpose This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates mediating role of job satisfaction to explore mechanism through which HRM is related Additionally, it moderating inclusive leadership determine boundary condition Design/methodology/approach The used a quantitative research approach using surve...

Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers’ overall job satisfaction and their satisfaction with pay. Design/methodology/approach – The paper uses British data from two different cross-sectional datasets. It estimates probit models with overall job satisfaction and satisfaction with pay as subjective depen...

Purpose The purpose of this paper is to explore the interplay between human resource management (HRM) and emergent factors in constructing a strong HRM climate. Specifically, aims shed light on how employee perceptions process together construct climate, i.e. employees' shared HRM. Design/methodology/approach uses qualitative interview data (managers employees) from two organisations operating ...

Purpose: We aim to study and examine the difference in Human Resource Management (HRM) practices perceived by employees at Johor State Sports Council based on gender. Method: 85 from participated survey. The data was collected through administered questionnaire with 26 items divided into five practices; recruitment selection, training development, reward, performance appraisal participation com...

Drawing upon the resource-based view and situated learning theory, this study examined effect of green human resource management (HRM) practices on firm environmental innovativeness. The moderating role organizational innovative culture relationship between HRM innovativeness was also assessed. A survey 212 furniture manufacturing companies in Malaysia analyzed using structural equation modelin...