East Asian Journal of Business Economics (EAJBE) (동아시아경상학회지)

East Asia Business Economics Association (동아시아경상학회)
권호 표지
DOI QR코드

DOI QR Code

Analysis of Organizational Effectiveness Antecedents: Focus on Human Resource Management Practice and Moderating Effect of Firms' the Status Quo

  • Received : 2021.09.03
  • Accepted : 2021.10.30
  • Published : 2021.12.30
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

Keywords

Acknowledgement

This research is supported by Korea University Business School Research Grant.

References

  1. Abdullah, M.S., Touean,, M., & Anwar, K. (2017). The cost readdiness of implementin e-learning. Custos e Agronegocio, 13(2), 156-175.
  2. Alleyne, P., Doherty, L., & Greenidge, D. (2006). Human resource management and performance in the barbados hotel industry. International Journal of Hospitality Management, 25(4), 623-646. https://doi.org/10.1016/j.ijhm.2005.05.001
  3. Anwar, K., & Balcioglu, H. (2016). The relationship between transformational leadership characteristics and effectiveness: a case study of construction companies in Erbil. International Jouranl of Science Technoogy and Management, 5(2), 250-256.
  4. Atteya, N. M. (2012). Testing the impact of the human resource managment practices on job performance: an epirical study in the Egypian joint venture petroleum compnies, International Journal of Business and Social Science, 3(9), 105-118.
  5. Chew, J., & Chan, C. C. (2007). Human resource practices, organizational commitment and intention to stay. International Jouranl of Manpower, 29(6), 503-522. https://doi.org/10.1108/01437720810904194
  6. Choi, J. W., Lee, S. K., & Kim, S. D. (2021). The influence of HR department's strategic role on organizational effectiveness through education and traing stisfaction: focusing on the manufacturing industry. Journal of Digital Convergence, 19(6), 175-184. https://doi.org/10.14400/JDC.2021.19.6.175
  7. Frinses, K. E., Laba, R., & Reni, A. (2021). Effect of organizational culture and organizational strategy towards organizational effectiveness with knowledge management as an intervening variable. HJBS, 3(1), 65-78. https://doi.org/10.26487/hjbs.v3i1.413
  8. Hameed, A. A., & Anwar, K. (2018). Analyzing the relationship between intellectual capital and organizational performance: a study of selected private banks in Kurdistan. International Jouranl of Social Sciences & Educational Strudies, 4(4), 39-52.
  9. Humborstad, S. W., & Perry, C. (2011). Employee empowerment, job satisfaction and organizational commitment an in-depth empirical investigation. Chinese Management Studies, 5(3), 325-344. https://doi.org/10.1108/17506141111163390
  10. Huselid, M. A. (1995). The impact of human resource managment practices on tunover, productivity, and corporate financial peformance. The Academy of Management Journal, 38(3), 635-672. https://doi.org/10.2307/256741
  11. Ismael, N. B., Othman, B. J., Gardi, B., Hamza, P. A., Sorguli, S., Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ali, B. J., & Anwar, G. (2021). The role of training and deveopment on organizational effectiveness. International Journal of Engineering, Business and Management, 5(3), 14-24.
  12. Kim, J. H. (2014). The role of HR's a strategic partner: the effects of human resource management and human resource deveopment on the organizational effectiness. Master's Thesis. Ewha Womans Universit.
  13. Lam, T., & Zhang, H. Q. (2003). Job satisfaction and organizational commitment in the Hong Kong fast food industry. International Journal of Contemporary Hospitality Managment, 15(4), 214-220. https://doi.org/10.1108/09596110310475667
  14. Lannes, H. (2021). Effect of organizational communication on organizational climate and organizational effectiveness. Undergraduate Journal of Psychology, 31(1), 31-39.
  15. Lee, B. D. (2013). A study on the efect of organizational culture ad leadersip on organizational effectiness in Korean police: focusing on the mediating effect of social capital. Doctoral Dissertation. Korea University.
  16. Paauwe, J., & Boselie, P. (2005). HRM and performance: what next? Human Resource Management Jouranl, 15(4), 68-83. https://doi.org/10.1111/j.1748-8583.2005.tb00296.x
  17. Park, E. M., & Seo, J. H. (2021), The effect of psychological empowerment on organizational commitment and turnover intention: focusing on the mediating effect of job stress and managerial coaching behavior, Journal of the Korea Convergence Society, 12(7), 181-191. https://doi.org/10.15207/JKCS.2021.12.7.181
  18. Rahman, W., Rahman, H., & Ali, F. (2015). Interrelationahip of employee development, organizational commitment, job satisfaction and their impact on tunover interntions, City University Research Journal, 5(2), 301-314.
  19. Savaneviciene, A., & Stankeviciute, Z. (2011). Human resource management practces linkage with organizational commtiment and job satisfaction. Economics and Managment, 16(1), 921-928.
  20. Shahnwaz,. M. G., & Juyal, R. C. (2006). Human resource managment practices and organizational commtiemtn in different organizations. Journal of the Indian Academy of Applied Psychology, 32(3), 171-178.
  21. Yang, S. Y., Chen, S. C., Lee, L., & Liu, Y. S. (2021). Employee stress, job satisfaction, and job performance: a comparison between high-technology and traditional industry in Taiwan, Journal of Asian Finance, Economics and Business, 8(3), 605-618. https://doi.org/10.13106/JAFEB.2021.VOL8.NO3.0605
  22. Yuchman, E., & Seashore, S. (1967) A system resource approah to organizational effetiveness. American Sociological Review, 32(6), 891-903. https://doi.org/10.2307/2092843