Management support as a moderator in the HR practices employee performance relationship
There seems an inconsistency in the findings regarding the HRM-performance relationship. While numerous HRM studies have signified positive effect of HR practices on employee performance, some other studies indicate the otherwise. Thus, this study investigates the effect of compensation, performanc...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Society of Scientific Research and Education (SSRE)
2017
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| Subjects: | |
| Online Access: | https://repo.uum.edu.my/id/eprint/26907/1/IJMRR%20%207%201%202017%2013%2027.pdf |
| _version_ | 1825805557597995008 |
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| author | Jibrin Bida, Mohammed Abdul Majid, Abdul Halim Ismail, AbdussalaamIyanda |
| author_facet | Jibrin Bida, Mohammed Abdul Majid, Abdul Halim Ismail, AbdussalaamIyanda |
| author_sort | Jibrin Bida, Mohammed |
| collection | UUM |
| description | There seems an inconsistency in the findings regarding the HRM-performance relationship.
While numerous HRM studies have signified positive effect of HR practices on employee performance, some other studies indicate the otherwise. Thus, this study investigates the effect of compensation, performance appraisal, and succession planning on employee performance. Through cross sectional survey approach, data were collected from 300 employees of state-owned Polytechnics in Nigeria. Partial Least Squares Method (PLS) algorithm and bootstrap techniques were used to test the study’s hypotheses. The results provided support for all the hypothesized relationships and signifying positive effect of
compensation, performance appraisal, and succession planning on employee performance.
This implies that effective HR practices (compensation, performance appraisal, and
succession planning) enhance employee performance and thus organizations should entrench such HR practices in an effective manner. Besides, performance appraisal can impact performance of the employees if it is properly handled and laden with management support. Limitation and recommendations were also discussed. |
| first_indexed | 2024-07-04T06:34:16Z |
| format | Article |
| id | uum-26907 |
| institution | Universiti Utara Malaysia |
| language | English |
| last_indexed | 2024-07-04T06:34:16Z |
| publishDate | 2017 |
| publisher | Society of Scientific Research and Education (SSRE) |
| record_format | eprints |
| spelling | uum-269072020-03-16T01:18:33Z https://repo.uum.edu.my/id/eprint/26907/ Management support as a moderator in the HR practices employee performance relationship Jibrin Bida, Mohammed Abdul Majid, Abdul Halim Ismail, AbdussalaamIyanda HD28 Management. Industrial Management There seems an inconsistency in the findings regarding the HRM-performance relationship. While numerous HRM studies have signified positive effect of HR practices on employee performance, some other studies indicate the otherwise. Thus, this study investigates the effect of compensation, performance appraisal, and succession planning on employee performance. Through cross sectional survey approach, data were collected from 300 employees of state-owned Polytechnics in Nigeria. Partial Least Squares Method (PLS) algorithm and bootstrap techniques were used to test the study’s hypotheses. The results provided support for all the hypothesized relationships and signifying positive effect of compensation, performance appraisal, and succession planning on employee performance. This implies that effective HR practices (compensation, performance appraisal, and succession planning) enhance employee performance and thus organizations should entrench such HR practices in an effective manner. Besides, performance appraisal can impact performance of the employees if it is properly handled and laden with management support. Limitation and recommendations were also discussed. Society of Scientific Research and Education (SSRE) 2017 Article PeerReviewed application/pdf en https://repo.uum.edu.my/id/eprint/26907/1/IJMRR%20%207%201%202017%2013%2027.pdf Jibrin Bida, Mohammed and Abdul Majid, Abdul Halim and Ismail, AbdussalaamIyanda (2017) Management support as a moderator in the HR practices employee performance relationship. International Journal of Management Research & Review, 7 (1). pp. 13-27. ISSN 2249-7196 http://ijmrr.com/view%20jouranal.aspx |
| spellingShingle | HD28 Management. Industrial Management Jibrin Bida, Mohammed Abdul Majid, Abdul Halim Ismail, AbdussalaamIyanda Management support as a moderator in the HR practices employee performance relationship |
| title | Management support as a moderator in the HR practices employee performance relationship |
| title_full | Management support as a moderator in the HR practices employee performance relationship |
| title_fullStr | Management support as a moderator in the HR practices employee performance relationship |
| title_full_unstemmed | Management support as a moderator in the HR practices employee performance relationship |
| title_short | Management support as a moderator in the HR practices employee performance relationship |
| title_sort | management support as a moderator in the hr practices employee performance relationship |
| topic | HD28 Management. Industrial Management |
| url | https://repo.uum.edu.my/id/eprint/26907/1/IJMRR%20%207%201%202017%2013%2027.pdf |
| work_keys_str_mv | AT jibrinbidamohammed managementsupportasamoderatorinthehrpracticesemployeeperformancerelationship AT abdulmajidabdulhalim managementsupportasamoderatorinthehrpracticesemployeeperformancerelationship AT ismailabdussalaamiyanda managementsupportasamoderatorinthehrpracticesemployeeperformancerelationship |