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Available. Open Access. Open Access
Article
Publication date: 4 February 2025

Md Karim Rabiul, Marianna Sigala and Rashed Al Karim

This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It…

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Abstract

Purpose

This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It also investigates the moderating effect of turnover intention on the link between HRM practices and organizational engagement, and the moderating effect of employee adaptability on the link between organizational engagement and CQS.

Design/methodology/approach

Customer contact employees (N = 593) in Bangladeshi hotels were recruited using a convenient sampling method. Partial least squares structural equation modeling (PLS-SEM) was applied to test the hypotheses.

Findings

Organizational engagement significantly mediates the relationship between HRM practices and CQS. Turnover intention negatively and employee adaptability positively moderates the proposed relationships.

Practical implications

Hospitality managers may use the findings to enhance quality customer services by implementing appropriate HRM practices, reducing turnover, and increasing adaptability and organizational engagement.

Originality/value

The findings contribute to social exchange theory, theory of planned behavior, and job demand-resources theories by explaining the mediating role of organizational engagement and moderating role of turnover intention and employee adaptability which are yet to be discovered.

研究目的

本研究探討組織參與在人力資源管理實務與提供優質服務的承諾兩者之間的關聯上所扮演的協調角色。研究人員亦探究(一)離職意向在人力資源管理實務與組織參與之間的關聯上所扮演的調節角色,以及(二)員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所扮演的調節角色。

研究設計

研究人員以方便抽樣方法招募於孟加拉的酒店工作的員工 (N = 593) (593人),他們均為第一線服務員工。研究人員繼而使用結構方程模型 (PLS-SEM) 去測試各項假設。

研究結果

研究結果顯示,組織參與會顯著地調節人力資源管理實務與提供優質服務的承諾兩者之間的關聯。而且,離職意向在人力資源管理實務與組織參與之間的關聯上所起的調節作用是負面的; 相反地,員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所起的調節作用則是肯定的。

研究的新穎性

研究結果闡明了(一)組織參與的調節角色; (二)離職意向的調節角色; 以及(三)員工適應性的調節角色。這些調節角色尚待探索; 就此而言,研究結果對社會交換論、計劃行為理論和工作要求-資源理論三者均具貢獻。

研究帶來的啟示

接待業的管理人員可藉著研究結果去提高客戶服務質量,方法是透過實施合適的人力資源管理措施、降低離職意向和增強組織適應性和組織參與。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

Keywords

Available. Open Access. Open Access
Article
Publication date: 16 November 2021

Md Karim Rabiul, Ahmad Edwin Mohamed, Ataul Karim Patwary, Tan Fee Yean and Siti Zaitun Osman

Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and…

7236

Abstract

Purpose

Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.

Design/methodology/approach

Through random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.

Findings

The results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.

Practical implications

HR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.

Originality/value

The findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.

研究目的

以自我概念理論為依據,本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。

研究方法

透過隨機抽樣法,434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。

研究結果

以SmartPLS (偏最小平方)取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援;而且,這些心理狀態,均會對員工的敬業度(對組織的自豪感及對工作的投入)起著正面的影響。另外,安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應;唯工作給予的意義則沒有這個效應。

研究的原創性

研究結果進一步伸展了自我概念理論及員工敬業度方面的論述,這是由於本研究把員工心理狀態所扮演的中介角色,納入人力資源做法與員工敬業度的聯繫中。

研究給予的啓示

若要確保積極的員工成果及提供更佳的顧客服務,有效的人力資源做法和正面的員工心理狀態是不可或缺的。

Details

European Journal of Management and Business Economics, vol. 32 no. 2
Type: Research Article
ISSN: 2444-8451

Keywords

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