Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara

Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara

This study investigates the relationship between human resource management (HRM) practices and organizational performance, and the organizational culture as a mediator variable. HRM practices include employee hiring, performance appraisal, training and development, performance-based compensation, c...

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Main Author: Tang, Swee Mei
Format: Thesis
Language:eng
eng
Published: 2012
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/3484/1/s90843.pdf
https://etd.uum.edu.my/3484/7/s90843.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Yahya, Khulida Kirana
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Tang, Swee Mei
Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
description This study investigates the relationship between human resource management (HRM) practices and organizational performance, and the organizational culture as a mediator variable. HRM practices include employee hiring, performance appraisal, training and development, performance-based compensation, career management, information sharing, and job security. Organizational culture include participation, coordination and integration, open communication, trust, improvement, and cooperation. While organizational performance variables include rate of sales growth, profit margins, operational outcome, and human resource outcome. A research framework was developed, and four main hypotheses and fourteen specific hypotheses were posited and tested. The study was based on a survey design and cross sectional. A total of 137 questionnaires were collected from Malaysian manufacturing organizations, and were used in subsequent statistical analyses. The study hypotheses were tested using correlational and multivariate analyses. The results supported all the hypotheses posited for the study, suggesting that HRM practices can influence organizational performance. Pearson correlations indicated that all of the HRM practices have significant correlation with organizational culture and performance variables. Results of canonical correlation found that a set of HRM practices, organizational culture and organizational performance have significant correlation with each other. However, the finding indicated a possible effects of multicollinearity. The results of principle component analysis and simple linear regression indicated significantly positive relationships between HRM practices, organizational culture, and organizational performance. Finally, structural equation modeling highlighted the role of organizational culture in mediating the relationship between HRM and organizational performance. In conclusion, this study provided insight and further understanding of the interrelationship between HRM, organizational culture and organizational performance, and hence allows practitioners to gain in depth knowledge about the impact of HRM on organizational performance.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Tang, Swee Mei
author_facet Tang, Swee Mei
author_sort Tang, Swee Mei
title Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
title_short Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
title_full Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
title_fullStr Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
title_full_unstemmed Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara
title_sort hubungan antara pengurusan sumber manusia dengan prestasi organisasi: budaya organisasi sebagai pengantara
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2012
url https://etd.uum.edu.my/3484/1/s90843.pdf
https://etd.uum.edu.my/3484/7/s90843.pdf
_version_ 1747827583212322816
spelling my-uum-etd.34842022-04-11T00:56:10Z Hubungan Antara Pengurusan Sumber Manusia dengan Prestasi Organisasi: Budaya Organisasi Sebagai Pengantara 2012-07 Tang, Swee Mei Yahya, Khulida Kirana Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study investigates the relationship between human resource management (HRM) practices and organizational performance, and the organizational culture as a mediator variable. HRM practices include employee hiring, performance appraisal, training and development, performance-based compensation, career management, information sharing, and job security. Organizational culture include participation, coordination and integration, open communication, trust, improvement, and cooperation. While organizational performance variables include rate of sales growth, profit margins, operational outcome, and human resource outcome. A research framework was developed, and four main hypotheses and fourteen specific hypotheses were posited and tested. The study was based on a survey design and cross sectional. A total of 137 questionnaires were collected from Malaysian manufacturing organizations, and were used in subsequent statistical analyses. The study hypotheses were tested using correlational and multivariate analyses. The results supported all the hypotheses posited for the study, suggesting that HRM practices can influence organizational performance. Pearson correlations indicated that all of the HRM practices have significant correlation with organizational culture and performance variables. Results of canonical correlation found that a set of HRM practices, organizational culture and organizational performance have significant correlation with each other. However, the finding indicated a possible effects of multicollinearity. The results of principle component analysis and simple linear regression indicated significantly positive relationships between HRM practices, organizational culture, and organizational performance. Finally, structural equation modeling highlighted the role of organizational culture in mediating the relationship between HRM and organizational performance. In conclusion, this study provided insight and further understanding of the interrelationship between HRM, organizational culture and organizational performance, and hence allows practitioners to gain in depth knowledge about the impact of HRM on organizational performance. 2012-07 Thesis https://etd.uum.edu.my/3484/ https://etd.uum.edu.my/3484/1/s90843.pdf text eng public https://etd.uum.edu.my/3484/7/s90843.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abdul Rashid, M.Z., Sambasivan, M., & Abdul Rahman, A. (2004). The influence of organizational culture on attitudes toward organizational change. 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