Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate

The study investigated the mediating role of ethical climate (EC) on the relationship between five (5) dimensions of HRM practices; recruitment and selection (RS), training and development (TD), compensation practice (COMP), performance appraisal (PA), promotion opportunity (PRO), and organizational...

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Main Author:	Sabiu, Malam Salihu
Format:	Thesis
Language:	eng eng
Published:	2017
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/7390/1/s900159_01.pdf https://etd.uum.edu.my/7390/2/s900159_02.pdf
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id	my-uum-etd.7390
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Tang, Swee Mei Joarder, Mohd Hasanur Raihan
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Sabiu, Malam Salihu Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
description	The study investigated the mediating role of ethical climate (EC) on the relationship between five (5) dimensions of HRM practices; recruitment and selection (RS), training and development (TD), compensation practice (COMP), performance appraisal (PA), promotion opportunity (PRO), and organizational performance (OP) in the Nigerian public educational sector administration (PESA). The resource- based view (RBV) and the organizational culture theory (OCT) were used to underpin the study framework. The study was a cross sectional survey, employing the stratified sampling technique using 181 usable questionnaires from the directors of administration who represented the Nigerian PESA. The data analysis was conducted using the Partial Least Square Structural Equation Modeling (PLS-SEM 3.2.6). The study result supports 13 of the 16 hypotheses tested. The findings support 4 out of the 5 direct relationship hypotheses revealing empirical evidence on the significant relationships between RS, TD, PA, PRO and OP. The hypotheses between RS, TD, PA, PRO and the mediating variable EC are also statistically supported, but there is no evidence to support empirically the significant relationships between COMP and OP as well as COMP and EC. On the mediation relationships, the EC, as a hierarchical component model (HCM), mediates the relationships between RS, TD, PA, PRO and OP, but not the relationships between COMP and OP. This study contributes immensely to the current literature on how EC mediates HRM practices and OP relationships particularly in the African context where there are scant similar studies. The study also contributes to the literature on how to test the reflective-formative type of hierarchical component model, which is a very uncommon practice in the available literature. The findings suggest that the management of PESA can improve the HRM system through the proper implementation of effective HRM practices that will nurture EC and lead to OP. Finally, the study’s limitations, conclusion and suggestion for future research direction were discussed.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Sabiu, Malam Salihu
author_facet	Sabiu, Malam Salihu
author_sort	Sabiu, Malam Salihu
title	Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
title_short	Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
title_full	Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
title_fullStr	Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
title_full_unstemmed	Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
title_sort	relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2017
url	https://etd.uum.edu.my/7390/1/s900159_01.pdf https://etd.uum.edu.my/7390/2/s900159_02.pdf
_version_	1747828211948978176
spelling	my-uum-etd.73902021-08-18T06:38:32Z Relationship between aspects of human resource management practices and organizational performance : mediating role of ethical climate 2017 Sabiu, Malam Salihu Tang, Swee Mei Joarder, Mohd Hasanur Raihan School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment The study investigated the mediating role of ethical climate (EC) on the relationship between five (5) dimensions of HRM practices; recruitment and selection (RS), training and development (TD), compensation practice (COMP), performance appraisal (PA), promotion opportunity (PRO), and organizational performance (OP) in the Nigerian public educational sector administration (PESA). The resource- based view (RBV) and the organizational culture theory (OCT) were used to underpin the study framework. The study was a cross sectional survey, employing the stratified sampling technique using 181 usable questionnaires from the directors of administration who represented the Nigerian PESA. The data analysis was conducted using the Partial Least Square Structural Equation Modeling (PLS-SEM 3.2.6). The study result supports 13 of the 16 hypotheses tested. The findings support 4 out of the 5 direct relationship hypotheses revealing empirical evidence on the significant relationships between RS, TD, PA, PRO and OP. The hypotheses between RS, TD, PA, PRO and the mediating variable EC are also statistically supported, but there is no evidence to support empirically the significant relationships between COMP and OP as well as COMP and EC. On the mediation relationships, the EC, as a hierarchical component model (HCM), mediates the relationships between RS, TD, PA, PRO and OP, but not the relationships between COMP and OP. This study contributes immensely to the current literature on how EC mediates HRM practices and OP relationships particularly in the African context where there are scant similar studies. The study also contributes to the literature on how to test the reflective-formative type of hierarchical component model, which is a very uncommon practice in the available literature. The findings suggest that the management of PESA can improve the HRM system through the proper implementation of effective HRM practices that will nurture EC and lead to OP. Finally, the study’s limitations, conclusion and suggestion for future research direction were discussed. 2017 Thesis https://etd.uum.edu.my/7390/ https://etd.uum.edu.my/7390/1/s900159_01.pdf text eng public https://etd.uum.edu.my/7390/2/s900159_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abdulkadir, D. S., Isiaka, S. B., & Adedoyin, S. I. (2012). 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