The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector

The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector

Due to the lack of clarity between the Human Resource Management (HRM) practices and Human Resource (HR) outcomes, this study investigates the mediating role of organizational climate on the relationship between HRM practices (selection and recruitment, training and development, compensation and rew...

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Main Author: Al Damoe, Fathi Mohamed Abduljlil
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HD58.7 Organizational Behavior.
Online Access:https://etd.uum.edu.my/4353/1/s92554.pdf
https://etd.uum.edu.my/4353/7/s92554_abstract.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Sharif, Mohmad Yazam
Ab Hamid, Kamal
topic HD58.7 Organizational Behavior.
HD58.7 Organizational Behavior.
spellingShingle HD58.7 Organizational Behavior.
HD58.7 Organizational Behavior.
Al Damoe, Fathi Mohamed Abduljlil
The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
description Due to the lack of clarity between the Human Resource Management (HRM) practices and Human Resource (HR) outcomes, this study investigates the mediating role of organizational climate on the relationship between HRM practices (selection and recruitment, training and development, compensation and rewards, performance appraisal and HR planning) and HR outcomes in the public sector in Libya. A crosssectional study using questionnaire survey was conducted, whereby the questionnaires were distributed through self-administered procedure. Questionnaire data were generated from 176 respondents comprising HRM managers in the Libyan public sector. The results from the hypothesis testing indicate,among others, that overall, there is a significant relationship between HRM practices and HR outcomes. Further findings show that organizational climate significantly and fully mediates the relationship between performance appraisal, compensation and rewards and HR planning and HR outcomes, but not the relationship between training and development and recruitment and selection and HR outcomes. Based on the findings, it can be concluded that HRM practices, such as selection and recruitment, training and development, compensation and rewards, performance appraisal and HR planning are significant and important factors that determine HR outcomes in an organization. Therefore, the study recommends that HRM practitioners and policy makers, should pay more attention to HRM practices in order to effectively improve HR outcomes in the organization. The study provides additional insight on the organizational climate from the Libyan perspective. Additionally, the study highlights the theoretical and practical implications with the limitations of the study and suggestions for future study also being included.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Al Damoe, Fathi Mohamed Abduljlil
author_facet Al Damoe, Fathi Mohamed Abduljlil
author_sort Al Damoe, Fathi Mohamed Abduljlil
title The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
title_short The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
title_full The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
title_fullStr The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
title_full_unstemmed The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
title_sort mediating effect of organizational climate on the relationship between hrm practices and hr outcomes in the libyan public sector
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/4353/1/s92554.pdf
https://etd.uum.edu.my/4353/7/s92554_abstract.pdf
_version_ 1747827720001159168
spelling my-uum-etd.43532022-04-09T23:21:21Z The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector 2014 Al Damoe, Fathi Mohamed Abduljlil Sharif, Mohmad Yazam Ab Hamid, Kamal Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. HF5549-5549.5 Personnel Management. Employment Due to the lack of clarity between the Human Resource Management (HRM) practices and Human Resource (HR) outcomes, this study investigates the mediating role of organizational climate on the relationship between HRM practices (selection and recruitment, training and development, compensation and rewards, performance appraisal and HR planning) and HR outcomes in the public sector in Libya. A crosssectional study using questionnaire survey was conducted, whereby the questionnaires were distributed through self-administered procedure. Questionnaire data were generated from 176 respondents comprising HRM managers in the Libyan public sector. The results from the hypothesis testing indicate,among others, that overall, there is a significant relationship between HRM practices and HR outcomes. Further findings show that organizational climate significantly and fully mediates the relationship between performance appraisal, compensation and rewards and HR planning and HR outcomes, but not the relationship between training and development and recruitment and selection and HR outcomes. Based on the findings, it can be concluded that HRM practices, such as selection and recruitment, training and development, compensation and rewards, performance appraisal and HR planning are significant and important factors that determine HR outcomes in an organization. Therefore, the study recommends that HRM practitioners and policy makers, should pay more attention to HRM practices in order to effectively improve HR outcomes in the organization. The study provides additional insight on the organizational climate from the Libyan perspective. Additionally, the study highlights the theoretical and practical implications with the limitations of the study and suggestions for future study also being included. 2014 Thesis https://etd.uum.edu.my/4353/ https://etd.uum.edu.my/4353/1/s92554.pdf text eng public https://etd.uum.edu.my/4353/7/s92554_abstract.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Aarons, G. A., & Sawitzky, A. C. (2006). Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services. Administration and Policy in Mental Health, 33(3), 289-301. Abubakar, M. B., & Anas, A. B. (2007). 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