Mediation Role of Job Satisfaction on HRM ̶ Operational Performance Relationship: A Three-Way Moderation Effect by Gender

ABSTRACT:

The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM practices and employee performance. Researchers in the study try to integrate both the topics in a single edge. Covering the existing research gap, the study aims at to predict high school teachers' operational performance on HRM practices and notice whether the job satisfaction mediates the relationship between HR practices and operational performance. The research is a non-experimental study utilizing structured questionnaires. During the survey, information confidentiality and respondents' anonymous were established. The study has adopted the cross-sectional survey approach and investigated 140 teachers from 14 high schools, located at Sylhet City, Bangladesh. A three-step hierarchical regression model was fitted to regress operational performance on control variable, HRM related independent variables as well as job satisfaction to know the variance explained by each step and to test the effect size. Further, three mediation models were also developed to delineate how HRM practices i.e., discipline and compensation were related to operational performance through job satisfaction. In doing so, mediating role (either complete or partial) of job satisfaction was examined. Results revealed that training and development, discipline and compensation significantly predictedhigh school teachers' perceived operational performance effort; and job satisfaction has shown both partial and complete mediation effects in the relationships between HRM practices and operational performance. Moderating variable,viz., gender did moderate none of relationships among independent, mediator and predicted variables. Thus, school teachers' operational performance and job satisfaction resultant from HRM practices do not differ significantly by gender status. The key implication of the study is assisting the management committee of higher secondary schools in focusing on specific HRM practices to draw out school teachers' performance effort. And all HR practices more or less important for educational institutions but to boost up employee performance effort training & development, discipline and compensation system are more imperative.

Role of Quality of Work Life (QWL) on Employee Retention of Private Commercial Banks in Bangladesh: Moderating Effect of Gender, Marital Status and Job Experience

Abstract

The Quality of Work Life (QWL) is a philosophy that   focuses on the quality of the relationship between employees and total work environment. A high quality of work life is essential for organizations to attract, continue and retain prospective employees. Retention of experienced and trained employees is a challenge for banking organizations. This research aimed at make out underlying dimensions of QWL program that shape employees’ retention strategy in Private Commercial Banks (PCBs) of Bangladesh. The study is based on primary data from 200 employees working at PCBs through a structured questionnaire. Several statistical tools and techniques such as Exploratory Factor Analysis (EFA), descriptive statistics, zero order correlation, OLS regression and hierarchical regression analysis have been used. The outcome of the study is that all five dimensions of QWL program e.g., supervision, maintenance, flexibility, security and compensation have significant positive effect on employee stay decision in the bank. The study concluded that gender and marital status moderate the relation of maintenance dimension and intention to stay decision. Finally, implications for organizations and practitioners adopting QWL program are discussed. 

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IFRS, Customers satisfaction in Energy sectors.

Accounting, Finance, Hrm

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https://scholar.google.com/citations?user=Tf_2NWoAAAAJ&hl=en