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https://ptsldigital.ukm.my/jspui/handle/123456789/513660Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | Nik Mutasim Nik Abdur Rahman, Assoc. Prof. Dr. | - |
| dc.contributor.author | Sharmin Shahid (ZP00558) | - |
| dc.date.accessioned | 2023-10-16T04:49:37Z | - |
| dc.date.available | 2023-10-16T04:49:37Z | - |
| dc.date.issued | 2017-01-18 | - |
| dc.identifier.other | ukmvital:94736 | - |
| dc.identifier.uri | https://ptsldigital.ukm.my/jspui/handle/123456789/513660 | - |
| dc.description | Rapid changes in organizational environment create challenges for management to establish harmonic employment relationships. Managing human resource is the most critical and essential to organizational success. Changes in human resource management policies and practices will influence employment relationships. While most modern organizations seek to minimize the human resource cost and maximize organizational outcomes, many have been characterized with high rate of employee dissatisfaction and failure to accomplish organizational goals. Given this critical phenomenon, the research explores the relationship between three variables: human resource management (HRM) practices, employee affective commitment and organizational trust. Based on the Social exchange theory, aspects of HRM practices such as staffing, training, equitable rewards and compensation, job security, performance appraisal, participation in decision making, communication and information sharing are expected to directly influence employees’ affective commitment, which in turn increase their work performance. Additionally, organizational trust is expected to mediate the relationship between aspects of HRM practices and affective commitment. The study seeks to empirically address these research gaps. Data was collected via a self-administered structured questionnaire gathered from 499 respondents who are officers, managers, and top level executives of seven Islamic banks in Bangladesh that are practicing ‘Shariah’ banking systems. The study hypotheses were tested by using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results of the study show that organizational trust partially mediates the relationship between staffing, job security, performance appraisal, participation in decision making, communication and information sharing and affective organizational commitment. While organizational trust fully mediates the relationship between equitable rewards and compensation and affective commitment, no mediation was established with respect to the relationship between employee training and the dependent variable. Theoretically, the study contributes to the literature on human resource management studies, organizational behaviour, and social exchange relationship by providing support for (a) the direct relationships between aspects of HRM practices and affective organizational commitment; (b) the direct relationship between aspects of HRM practices and organizational trust; (c) the direct relationship between organizational trust and affective organizational commitment; and (d) the indirect relationship involving the role of organizational trust as the mediator of the relationship between aspects of HRM practices and affective organizational commitment. The study also provides managerial insights to corporate leaders that absence of effective HRM practices as well as trust may lead to poor employee management relationship.,Certification of Master's/Doctoral Thesis" is not available | - |
| dc.language.iso | eng | - |
| dc.publisher | UKM, Bangi | - |
| dc.relation | Graduate School of Business / Pusat Pengajian Siswazah Perniagaan | - |
| dc.rights | UKM | - |
| dc.subject | Human resource management | - |
| dc.subject | Organizational commitment | - |
| dc.subject | Employment relationships | - |
| dc.subject | Organizational behaviour | - |
| dc.subject | Social exchange | - |
| dc.subject | Universiti Kebangsaan Malaysia -- Dissertations | - |
| dc.title | Human resource management practices and affective organizational commitment: the mediating effect of organizational trust | - |
| dc.type | Theses | - |
| dc.format.pages | 296 | - |
| dc.identifier.barcode | 002907(2017) | - |
| Appears in Collections: | Graduate School of Business / Pusat Pengajian Siswazah Perniagaan | |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| ukmvital_94736+SOURCE1+SOURCE1.0.PDF Restricted Access | 191.17 kB | Adobe PDF |  View/Open |
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