Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist?
Purpose – The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh. Design/methodology/app...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Emerald Publishing Limited
2018
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| Subjects: | |
| Online Access: | https://repo.uum.edu.my/id/eprint/26107/1/IJSSP%2038%207%208%20606%20636.pdf |
| _version_ | 1803629063491813376 |
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| author | Aktar, Alima Pangil, Faizuniah |
| author_facet | Aktar, Alima Pangil, Faizuniah |
| author_sort | Aktar, Alima |
| collection | UUM |
| description | Purpose – The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh. Design/methodology/approach – The survey data include 383 employees from 30 private commercial
banks in Bangladesh. For analyzing the data, structural equation modeling is employed with the
bootstrapping method. Findings – This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards and recognition, training and 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 examines 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 fosters their employee’ level of engagement. |
| first_indexed | 2024-07-04T06:31:54Z |
| format | Article |
| id | uum-26107 |
| institution | Universiti Utara Malaysia |
| language | English |
| last_indexed | 2024-07-04T06:31:54Z |
| publishDate | 2018 |
| publisher | Emerald Publishing Limited |
| record_format | dspace |
| spelling | uum-261072019-06-12T06:10:50Z https://repo.uum.edu.my/id/eprint/26107/ Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? Aktar, Alima Pangil, Faizuniah HD28 Management. Industrial Management Purpose – The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh. Design/methodology/approach – The survey data include 383 employees from 30 private commercial banks in Bangladesh. For analyzing the data, structural equation modeling is employed with the bootstrapping method. Findings – This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards and recognition, training and 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 examines 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 fosters their employee’ level of engagement. Emerald Publishing Limited 2018 Article PeerReviewed application/pdf en https://repo.uum.edu.my/id/eprint/26107/1/IJSSP%2038%207%208%20606%20636.pdf Aktar, Alima and Pangil, Faizuniah (2018) Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? International Journal of Sociology and Social Policy, 38 (7/8). pp. 606-636. ISSN 0144-333X http://doi.org/10.1108/IJSSP-08-2017-0097 doi:10.1108/IJSSP-08-2017-0097 doi:10.1108/IJSSP-08-2017-0097 |
| spellingShingle | HD28 Management. Industrial Management Aktar, Alima Pangil, Faizuniah Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title | Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title_full | Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title_fullStr | Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title_full_unstemmed | Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title_short | Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does blackbox stage exist? |
| title_sort | mediating role of organizational commitment in the relationship between human resource management practices and employee engagement does blackbox stage exist |
| topic | HD28 Management. Industrial Management |
| url | https://repo.uum.edu.my/id/eprint/26107/1/IJSSP%2038%207%208%20606%20636.pdf |
| work_keys_str_mv | AT aktaralima mediatingroleoforganizationalcommitmentintherelationshipbetweenhumanresourcemanagementpracticesandemployeeengagementdoesblackboxstageexist AT pangilfaizuniah mediatingroleoforganizationalcommitmentintherelationshipbetweenhumanresourcemanagementpracticesandemployeeengagementdoesblackboxstageexist |