Professional Documents
Culture Documents
ON
HUMAN RESOURCE DEVELOPMENT PRACTICES AND EMPLOYEE
ENGAGEMENT
BRAD SHUCK, DEVON TWYFORD, THOMAS G REIO JR, ANGIE SHUCK
AND
AGED-RELATED DIFFERENCES IN THE RELATIONS BETWEEN INDIVIDUALIZED
HRM AND ORGANIZATIONAL PERFORMANCE: A LARGE SCALE EMPLOYER
SURVEY
P MATTHIJS BAL
Presented by :
Bikesh Chhusyabaga
Nawal Kishor Yadav
Santosh Kumar Mishra
SCOPE OF ARTICLE
Hypothesis 1: Higher level of perceived support for participation in HRD practices will be negatively
related to and employees intention to turnover.
Hypothesis 2a: Higher level of perceived support for participation in HRD practices will be positively
related to cognitive engagement.
Hypothesis 2b : Cognitive engagement will be negatively related to employee intention to turnover.
Hypothesis 3a: Higher level of perceived support for participation in HRD practices will be positively
related to emotional engagement.
Hypothesis 3b: Emotional engagement will be negatively related to employee intention to turnover.
Hypothesis 4a: Higher levels of perceived support for participation in HRD practices will be positively
related to behavioral engagement.
Hypothesis 4b: Behavioral engagement will be negatively related to employee intention to turnover.
TOOLS USED
Internet based self report survey battery was used as the data collection tool in
this study.
Both procedural and statistical approached were employed to reduce the
likelihood of common method variance(CMV) bias being introduced into the
study.
All measures were scored using a 5 point Likert continuum from 1 to 5 in which 1
is strongly agree and 5 as strongly disagree.
One way multivariate analyses of variance(MANOVAS) were used to explore
possible systematic differences between the independent and dependent
variables.
Zero-Order correlation coefficient and linear regression were used to find
relation between HRD practices, engagement and intension turnover.
FINDING OF ARTICLE
Additional research is essential to test this model further as it was currently focus
on health industry only.
Low status group, elder worker, single or divorced female, ethnic or cultural
minorities were not consider in this study which may have certain role if
considered.
This research has used mediation procedure employed and there is some
evidence that procedure is unnecessarily conservative.
AGED-RELATED DIFFERENCES IN THE RELATIONS
BETWEEN INDIVIDUALIZED HRM AND
ORGANIZATIONAL PERFORMANCE: A LARGE
SCALE EMPLOYER SURVEY
Employee age relationship between use of individualized
practices, such organization with high percentage of older
workers benefited from the work schedule practices.
Organization with high percentage of younger workers benefited
from the development practices.
Organization having large scale of employee.
METHOD OF RESEARCH
Hypothesis used to examine
Hypothesis 1: Availability and use of individualized development practices are
positively related (a)performance growth and negatively related to (b)
employee turnover.
Hypothesis 2: availability and use of individualized work schedule practices are
negatively related to sickness absence.
Hypothesis 3: Availability and use of individualized pay practices are negatively
related to employee turnover.
Hypothesis 4: employee age moderates the relationship between use of
individualized development practices and (a) performance growth (b)
employee turnover.
STATISTICAL TOOLS
Availability and use of individualized development practices
would be positively related to performance growth and
negatively related to employee turnover and sickness absence.
Employee age would be moderate the relationship between use
of individualized development practices and performance
growth and employee turnover.
CONCLUSION
For the higher organizational performance including stronger
performance growth and lower sickness absence and turnover
organizations should make individualized HRM available.
However individualization in organization does not automatically
leads to higher performance, thus they should be aware of the
effect that specific type of agreement they have.
IMPLICATIONS
Thank you
: