Human resource management practices and employee performance management in Nigerian higher educational institutions

Previous studies on performance management system focus on one or two of its dimensions with little insight in the public sector, so also studies on human resource management practices did not attempt to use all the practices comprehensively. This study examined both individually and comprehensively...

Full description

Saved in:

Bibliographic Details
Main Author:	Nura, Abubakar Allumi
Format:	Thesis
Language:	eng eng
Published:	2014
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/4357/1/s93544.pdf https://etd.uum.edu.my/4357/2/s93544_abstract.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.4357
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Osman, Nor Hasni
topic	HF5549-5549.5 Personnel Management Employment HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment HF5549-5549.5 Personnel Management Employment Nura, Abubakar Allumi Human resource management practices and employee performance management in Nigerian higher educational institutions
description	Previous studies on performance management system focus on one or two of its dimensions with little insight in the public sector, so also studies on human resource management practices did not attempt to use all the practices comprehensively. This study examined both individually and comprehensively the relationship between the six human resource management practices and all the four dimensions of performance management system among academics in higher educational institutions in Nigeria. The dimensions of performance management system as operationalized by this study are, organizational objective, individual objective, performance development and employee satisfaction. Human resource management practices also as operationalized by this study are procurement, development, compensation, integration, maintenance and separation. Furthermore, this study also investigated the mediating effects of employee behavior and information and communication technology (ICT) adoption on the relationship between human resource management practices and performance management system among academics in higher educational institutions in Nigeria. Data was collected from five Federal universities in the North Western Nigeria using a cross sectional study design and multimode survey strategy. 800 questionnaires were distributed to the respondents who were sampled using a multi stage sampling technique. SmartPLS SEM was used in testing the study hypotheses. The results obtained indicated that majority of the hypothesized relationships thirteen (13) out of twenty (20) direct relationships were supported. Additionally, the results of the mediation tests provided that five (5) mediating hypotheses out of twelve were significant. The outcome of this study provides a very sound insight of the study on performance management system in the public sector particularly higher educational institutions. It will also benefit the government, the policy makers and other concerned agencies in Nigeria. More so, information and communication technology and employee behaviors have been proven by this study as strategic tools that could be efficiently used by managers to effectively manage performance of their employees. This study encountered limitations such as inability to include other types of higher educational institutions like the polytechnics and colleges of education, unable to cover all the six regions in Nigeria instead focused on only one region the North West region.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Nura, Abubakar Allumi
author_facet	Nura, Abubakar Allumi
author_sort	Nura, Abubakar Allumi
title	Human resource management practices and employee performance management in Nigerian higher educational institutions
title_short	Human resource management practices and employee performance management in Nigerian higher educational institutions
title_full	Human resource management practices and employee performance management in Nigerian higher educational institutions
title_fullStr	Human resource management practices and employee performance management in Nigerian higher educational institutions
title_full_unstemmed	Human resource management practices and employee performance management in Nigerian higher educational institutions
title_sort	human resource management practices and employee performance management in nigerian higher educational institutions
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2014
url	https://etd.uum.edu.my/4357/1/s93544.pdf https://etd.uum.edu.my/4357/2/s93544_abstract.pdf
_version_	1776103639367024640
spelling	my-uum-etd.43572022-12-04T00:46:02Z Human resource management practices and employee performance management in Nigerian higher educational institutions 2014 Nura, Abubakar Allumi Osman, Nor Hasni Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment LG Individual institutions (Asia. Africa) Previous studies on performance management system focus on one or two of its dimensions with little insight in the public sector, so also studies on human resource management practices did not attempt to use all the practices comprehensively. This study examined both individually and comprehensively the relationship between the six human resource management practices and all the four dimensions of performance management system among academics in higher educational institutions in Nigeria. The dimensions of performance management system as operationalized by this study are, organizational objective, individual objective, performance development and employee satisfaction. Human resource management practices also as operationalized by this study are procurement, development, compensation, integration, maintenance and separation. Furthermore, this study also investigated the mediating effects of employee behavior and information and communication technology (ICT) adoption on the relationship between human resource management practices and performance management system among academics in higher educational institutions in Nigeria. Data was collected from five Federal universities in the North Western Nigeria using a cross sectional study design and multimode survey strategy. 800 questionnaires were distributed to the respondents who were sampled using a multi stage sampling technique. SmartPLS SEM was used in testing the study hypotheses. The results obtained indicated that majority of the hypothesized relationships thirteen (13) out of twenty (20) direct relationships were supported. Additionally, the results of the mediation tests provided that five (5) mediating hypotheses out of twelve were significant. The outcome of this study provides a very sound insight of the study on performance management system in the public sector particularly higher educational institutions. It will also benefit the government, the policy makers and other concerned agencies in Nigeria. More so, information and communication technology and employee behaviors have been proven by this study as strategic tools that could be efficiently used by managers to effectively manage performance of their employees. This study encountered limitations such as inability to include other types of higher educational institutions like the polytechnics and colleges of education, unable to cover all the six regions in Nigeria instead focused on only one region the North West region. 2014 Thesis https://etd.uum.edu.my/4357/ https://etd.uum.edu.my/4357/1/s93544.pdf text eng public https://etd.uum.edu.my/4357/2/s93544_abstract.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abassi S.M, Hollman, K.W.(2000). Turnover: the real bottom line. Public Personnel Management, 2(3), 333-342 Abdulkarim, A. (2010). Nigerian Universities and the Development of Human Resources. Ilorin, Nigeria: Department of Educational Management, University of llorin. Abdullah, D.H., & Sinha, R.R. (2009). Knowledge management and intellectual capital emerging perspectives (Ed.), Critical factors for KM implementation: An L&T, E&C division case study (pp. 53-71). In Institute of Management Technology, Ghaziabad. Abhayawansa, S. & Abeysekera, I. (2008).An explanation of human capital disclosure from the resource-based perspective. Journal of Human Resource Costing & Accounting, 12, 1, 51-64 Abor, J., & Biekpe, N. (2007).Corporate governance, ownership structure and performance of SMEs in Ghana: Implications for financing opportunities. Corporate Governance, 7, 288-300. DOI: 10.1108/ 14720700710756562. Acedo, F.J., Barroso, C., & Galan, J.L.(2006). The resource-Based Theory: Dissemination and Main Trends. Strategic Management Journal, 27, 621–636. DOI: 10.1002/smj.532. Acheau, J., & Hutchinson, S. (2007). Front-line managers as agents in the HRMperformance causal chain: theory, analysis and evidence. Human Resource Management Journal, 17(1), 3-20. Ackerman, J.D.(2006). Motivation for Writing Through Blogs. Detroit: Graduate College of Bowling Green State University. Acuna, E., & Rodriguez, C. (2004). The treatment of missing values and its effect in the classifier accuracy. In D. Banks, L. House, F.R. McMorris,P. Arabie, W. Gaul (Eds). Classification, Clustering and Data Mining Applications. Springer-Verlag Berlin-Heidelberg , 639-648. Adebayo, A. (2010). Brain Drain- Brain Gain:Leveraging the Nigerian Diaspora for the Revitalization of Nigerian Higher Education. The 25th Conference of the Association of Vice Chancellors of Nigerian Universities. Osun State: Osun State University. Adeniyi, E. O., & Taiwo, S. A. (2011). Funding Higher Education in Nigeria through Cost Sharing: Perceptions of Lecturers, Students and Parents. European Journal of Social Sciences, 24, 4, 2-13. Adeogun, A. A., Subair, S. T., & Osifila, G.I. (2009). Deregulation of University Education in Nigeria: Problems and Prospects. Florida Journal of Educational Administration & Policy, 3, 1. Adewale, O.O., Abolaji, A.J., & Kolade, O.J. (2011). Succession Planning and Organizational Survival: Empirical Study on Nigerian Private Tertiary Institutions. Serbian Journal of Management, 6(2), 231-246. Agarwal, R., C., Angst, C.M., & Magni, M. (2006).The performance effects of coaching: A multilevel analysis using hierarchical linear modeling. Washington, D.C: Robert H. Smith School of Business Research. Ahn, H. (2001). Applying the balanced scorecard concept: an experience report. Long Range Planning, 34, 441-461. Akerlof, G.A., Dickens, W.T., & Perry, G.L.(2000). Near-Rational Wage and Price Setting and the Optimal Rates of Inflation and Unemployment. Canada: National Science Foundation. Akrani, G. (2009, December 27). Human Resource Management and Development. Retrieved March 16, 2011, from Kalyan City Life: HYPERLINK "http://www.kalyan- city.blog.com. Algert, N.E., & Watson, K. (2002) Conflict Management: Introductions for Individuals and Organizations. Bryan, TX : The Center for Change and Conflict Resolution. Allen, D., Mahto, R., & Otondo, R. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction. Journal of Applied Psychology, 92(6), 1696–1708. Allison, R., & Kendra, S. (2001). Beyond the Podium: Delivering Training and Performance to a Digital World. San Francisco: Jossey-Bass/ Pfeiffer. Alkandari, Q. (2009). Employees retention in private sector an exploratory study in the State of Kuwait. Malaysia: Open University Malaysia. Alpkan, L.,Bulut, C., Gunday, G., Ulusoy, G. & Kilic, K. (2010). Organizational support for entrepreneurship and its interaction with human capital to enhance innovative performance. Management Decision, 48 (5-6), 732-755. Al-Qirim, N. (2007). The adoption of ecommerce communications and applications technologies in small businesses in New Zealand. Electronic Commerce Research and Applications, 6(4), 462-473. Alvesson, M. (2002). Understanding organizational culture. London: Sage Publications. Alzheimer Europe Office (2009, August 21). Research methods: Types of Research. Retrieved October 26, 2012 from Alzheimer.com: HYPERLINK http://www.alzheimer-europe.org. Amburgh, J., Surratt, C., Green, J., Gallucci, R., Colbert, J., Zatopek, S., et al. (2010). Succession Planning in US Pharmacy Schools . American Journal of Pharmaceutical Education, 74(5), 86. American Medical Association. (2001) Education in Disaster Medicine and Public Health Preparedness During Medical School and Residency Training. South Carolina: AMA. Anaehobi, E. S. (2007). Availability of ICT facilities in academic libraries in Anambra State. Anambra State Library and Information Science Digest 1(1): 57-64. Angadi, A.B., Naik, M.D. (2011). Impact of Employee‘s Behavior and Culture on Organizations Productivity in Pharmaceutical Industries of Bangaluru. Science and Technology, 3(7) 55-57. Ankili, R.E. (1999) Michael Porter’s Competitive Advantage and Business History. Ontario: University of Guelph. Antoniu, E.(2010). Career Planning Process and its Role in Human Resource Development. Annals of the University of Petroşani, Economics, 10(2), 13-22. Armstrong, M. (2005). A handbook of Human Resource Management Practice (10th Edition). London: Kogan Page Limited. Armstrong, M. (2006). Key strategies and Practical Guidelines. 3rd edition. London: Kogan Page. Armstrong, M.(2008). Strategic Human Resource Management: A Guide to Action, 4th Edition. Armstrong, M., & Murlis, H. (1994) Reward Management. London: Kogan Page. Aromolaran, A. (2006). Estimates of Mincerian returns to schooling in Nigeria. Oxford Development Studies, 34(2), 265–89. Arthur, J.B. & Boyles, T.(2007).Validating the human resource system structure: a levels-based strategic HRM approach. Human Resource Management Review, 17, 1, 77-92. Aswathappa, K.(2010).Human Resource Management. New Delhi: Tata McGraw-Hill Education. Atteya, N. M. (2012) Testing the Impact of the Human Resource Management Practices on Job Performance: An Empirical Study in the Egyptian Joint Venture Petroleum Companies. International Journal of Business and Social Science, 3, 9. Attridge, M. (2009). Employee Work Engagement: Best Practices For Employers. Research Works: Partnership for Workplace Mental Health, 1,1-11. Aurélie, G., & Fallery, B.(2010).e-Recruitment: From Transaction-Based Practices to Relationship-Based Approaches. Advanced Series in Management, 8, 143-158. Babbie, E. R. (2010) The practice of social research. Belmont, California: Wadsworth. Bacal & Associates. (2011, Aipril 12). Is There A Cost To Poor Performance Management and Employee Reviews? Retrieved December 22, 2011, from Performance Management Help Center: http://performanceappraisals.org/services/about usperform.htm. Baird, K. & Narayanan, V. (2010) The effect of a change in teaching structure on student performance. Asian Review of Accounting, 18, 2, 148-161. Bakker, A.B., Huisman, M., Jacobs, B., van der Heijden, F.M. (2010). Burnout and engagement among resident doctors in the Netherlands: a national study. Medical Education, 44, 236–47. Bakker, A.B., & Schaufeli, W.B.(2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147–154. Banarjee, N. (1995). For Mary Kay Sales Reps in Russia, Hottest Shade is the Colour of Money. The Wall Street Journal. Bani-Hani, J.S., & AlHawary, F.A.(2009). The Impact of Core Competencies on Competitive Advantage: Strategic Challenge. International Bulletin of Business Administration, 6. Barachini F., (2009). Cultural and social issues for knowledge sharing. Journal of KnowledgeManagement, 13(1) 98-110. doi: 10.1108/13673270610650139. Barber, A. E. (1998) Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management 17, 91-120. Barney, J. (1986). Strategic Factor Markets: Expectations, Luck and Business Strategy. Management Science, 32(10), 1231-1241. Baron, A., & Armstrong, M. (2004, July 23). Out of the tick box. People Management. Baron, R., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-82. Bartel, A. (1994). Productivity gains from the implementation of employee training programmes. Industrial Relations, 33, 411-25. Bartholomeusz, S., & Tanewski, A.(2006) The relationship between family firms and corporate governance. Journal of Small Business Management, 44, 245-267. Bartlett, J. E., Kotrilik, J.W., Higgins, C.C. (2001). Organizational Research: Determining Appropriate Sample size in Survey Research. Information Technology, Learning and Performance Journal, 19(1), 43-50. Bartol, K. (2006). Motivation management (3rd Edition), North Ryde: McGraw Hill. Baruch, Y. (2003). Career systems in transition: a normative model for career practices. Personnel Review, 2, 2, 231-51. Batt, R.(2002).Managing Customer Services: Human resource Practices, quit rates and sales growth. Academy of Management Journal, 45, 587-597. Batt, R., Doellgast, V., & Kwon, H. (2005, January 6). U.S. Call Center Industry Report 2004 National Benchmarking Report Strategy, HR Practices & Performance. Retrieved December 13, 2011, from DigitalCommons@ILR: http://www.digitalcommons. ilr.cornell.edu/cahrswp/6. Bee, F., & Bee, R. (2003). Learning needs analysis and evaluation, (2nd edition). London: Chartered Institute of Personnel and Development. Beer, M., & Ruh, R. (1976). Employee growth performance management. Harvard: Harvard Business Review. Beersma, B., & De Dreu, C. K. W.(2002). Integrative and Distributive Negotiation in Small Groups: Effects of Task Structure, Decision Rule and Social Motive. Organizational Behavior and Human Decision Processes, 87(2), 227–252. Beever, D.R.(2008). Integrating Succession and Career Development Strategies for Finance Professionals. Victoria BC: Royal Roads University Canada. Bell, B., Lee, S., & Yeung, S. (2006). The impact of e-HR on professional competence in HRM: Implications for the development of HR professionals. Human Resource Management, 45(3), 295-308. Bell, B., Lee, S., & Yeung, S. The Impact of eHR on Professional Competence in HRM: Implications for the Development of HR Professionals. New York: School of Industrial and Labor Relations & Centre for Advanced Human Resource Studies, Cornell University. Ben-Barka, L. (2007). Brain Drain in Africa: Facts and Figures. Accra, Ghana: United Nations Economic Commission for Africa. Benco, C. & McFarlan, W. (2003). Metamorphis in the auto industry. Strategy and leadership, 31(4), 4-8. Benjamin, O. (2008, July 11). Training vs. Job Placement and the Role of Human Resources Management Technology. Retrieved December 10, 2011, from Studymode.com: http://www.studymode.com/essays/Training-Vs-Job-Placement-Role-Human-156285.html. Berman, E.M., Bowman, J. S., West, J. P., & Van Wart, M. R.(2010). Human resource management in public services: Paradoxes, processes, and problems (3rd edition). Thousand Oaks, CA: Sage. Bernard, M. (2011). Strategic Performance Management: Leveraging and Measuring Your Intangible Drivers. U.K: Butterworth-Heinemann. Bernthal, P., & Wellins, R. (2001). The Leadership Forecast: A benchmarking study. Pittsburgh, P.A.: Development Practices International. Berry, A., Broadbent, J., & Otley, D. (2005). Management Control: Theories, Issues and Performance,. Basingstoke, England: Palgrave Macmillan. Bennett, R., & Savani, S. (2004). Managing conflict between marketing and other functions within charitable organizations. The Leadership and Organization Development Journal, 25(2), 180-200. Bernerth, J. 2004. Expanding our understanding of the change message. Human Resource Development Review, 3(1), 36-52. Bersin, J. (2006). Performance Management, Comprehensive Industry Study: Market Analysis Trends, Best Practices, and Vendor Profiles. Oakland, California: Bersin and Associates. Bhattacherjee, A. (2012) Social science research: Principles, methods, and practices. USF Open Access Textbooks Collection. Retrieved 18 March. 2013 from http://scholarcommons.usf.edu/oa_textbooks. Bhattacharjee, S., & Sengupta, S.(2011).A Study of PMS in a Corporate Firm. International Journal of Business and Management Research, 1(8), 496-513. Billett, S., & Hayes, S. (2000). Meeting the demand: The needs of vocational education and training clients. Adelaide: NCVER. Bissola, R., & Imperatori, B. (2010) Generation Y at Work: The Role of e-HRM in Building Positive Work Attitudes. Third European Academic Workshop on electronic Human Resource Management (pp. 378-399.). Bamberg, Germany: CEUR-WS.org, ISSN 1613-0073, 570, online. Bloom, M. (2009). Genes, Environment and Human Behavior. Colorado: Biological Sciences Curriculum Study. Bloom, J. (2007) Misreading social class in the journey towards college: Youth development in urban America. Teachers College Record, 109(2), 343-368. Bloom, D., Canning, D., & Chan, K. (2006). Higher Education and Economic Development in Africa. Washington D.C.: World Bank. Bocatto, E., Gispert, C., & Rialp, J.(2010). Family-Owned Business Succession: The Influence of Pre-performance in the Nomination of Family and Nonfamily Members: Evidence from Spanish Firms. Journal of Small Business Management, 48, 497- 523. Bocconi University. (2007). Leading and Managing the University Community. Milan: International Affairs Department. Bock, G. W., Zmud, R. W., Kim, Y. G., & Lee, J. N.(2005). Behavioral Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social-Psychological Forces, and Organizational Climate. MIS Quarterly, 29(1), 87-111. Bollier, D. (2000). Ecologies of innovation: the role of information and communications technologies: a report of the eighth annual Aspen Institute Roundtable on Information Technology. Washington, DC: The Aspen Institute. Bondarouk, T. (2011). e-HRM. Enschede: University of Twente. Bondarouk, T., & Ruël, H. (2010). The Strategic Value of e-HRM: results from an exploratory study in a governmental organization. The Third Academic Workshop on electronic Human Resource Management (e-HRM) (pp. 22-40). Bamberg, Germany: The Chair of Management Information Systems (MIS), Saarland University. Bondarouk, T., & Ruël, H. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514. Bondarouk, T., Oiry, E., & Guiderdoni-Jourdain, K. (2009). Handbook of Research on E-Transformations and Human Resources Management Technologies: Organizational Outcomes and Challenges.: USA. USA: IGI Global, Hershay, PA. Borman, W. C., & Motowidlo, S. J.(1993). Expanding the criterion domain to include elements of contextual performance.In N. Schmitt, & W. C. Borman(Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass. Bose, D. C. (2006). Principles of management and Administartion. New Delhi: Prentice-Hall of India Private Limited. Boselie, P., Brewster, C., & Paauwe,J. (2009). In search of balance–managing the dualities of HRM: an overview of the issues. Personnel Review, 38(5), 461-471. Bouckaert, G., & Halligan, J. (2008) Managing Performance: International Comparisons. London: Routledge. Bouma, G.D. (2000). The Research Process, 4th eds. South Melbourne: Oxford University Press. Bourne, M., Kennerley, M., & Franco-Santos, M. (2005). Managing through measures: a study of impact on performance. Journal of Manufacturing Technology Management, 16, 4, 373-395. Bovee, C.L., Thill, J.V., Wood, M.B., & Dovel, G.P. (2006). Organizational Change and Innovation. Management,(4th Ediition). New York: American Management Association Press. Bowey, A.M. (2005). Motivation: The art of putting theory into practice. European Business Forum, 20, 17–20. Bowles,S., Cunnigham, C.C.J.L., De La Rosa, G. & Picano, J. (2007). Coaching leaders in middle and executive management: goals, performance, buy-in. Leadership & Organization Development Journal, 28, 5, 388-408. Bowling, N.A.(2007).Is the job satisfaction-job performance relationship spurious? A meta analytic examination. Journal of Vocational Behavior, 71, 167-185. Boxall, P. & Purcell, J.(2008) Strategy and human resource management. (Second edition). Basingstoke: Palgrave Macmillan. Braidotti, J. W. (2012, June 16). Wrench Time- Why the “FEAR” to Measure Maintenance Productivity? Retrieved September 17, 2012, from Reliabilityweb.com: http://www.t.co/XAUPEilm. Branch, S.(1998).You hierd 'em. But can you keep 'em? Fortune, 138(9), 247-250. Brassfield, M. (2012, February 17). How Employee Referrals Facilitate Job Recruiting. Retrieved September 10, 2012, from Jobvite infographic outlines: http://www.PayScale.com. Brewster, C. (2004). European Perspectives on Human Resource Management. Human Resource Management Review, 14(4), 365–382. Brien, O., & James, A. (1999). Managing IT: Enterprise and Global Management. Management Information Systems (4th Edition). Boston, MA: Irwin McGraw-Hill, ISBN 0-07-290611-1. Broadbent, J., & Laughlin, R. (2003). Control and Legitimation in Government Accountability Processes: The Private Finance Initiative in the UK. Critical Perspectives on Accounting, 14, 3-48. Brockbank, W. & Ulrich,D. (2003). Competencies for the New HR: Society for Human Resource Management. University of Michigan Business School, United States: Global Consulting Alliance. Broderick, R., & Boudreau, J. (1992). The evolution of computer use in human resource management: interviews with ten leaders. Human Resource Management, 30(4), 485– 508. De Toni, A., & Tonchia, S. (2001). Performance measurement systems-models, characteristics and measures. International Journal of Operations & Production Management, 21(1/2), 46-71. Brooks, S. M., Wiley, J. W., & Hause, E. L. (2006). Using employee and customer perspectives to improve organizational performance. In L. Fogli (Ed.), Customer service delivery: Research and best practices (pp. 52–82). San Francisco, CA: Jossey-Bass. Brown, D. (2002). EHR – Victim of Unrealistic Expectations. Canadian HR Reporter, 15(16), 1-6. Brown, N. (2009). The implementation of succession planning in DOR. Colorado: Colorado Department of Revenue. Bruce, R.B., Macmillan, R., Plimpton, D., Ellam, T.S.J., Intven, H., Miedema, T., Tétrault, M. (2004). Dispute Resolution in the Telecommunications Sector: Current Practices and Future Directions. Geneva: The World Bank. Brumbach, G. (1998, June 17). Some Ideas, Issues and Predictions about Performance Management. Personnel Management, 387-402. Bryman, A. & Bell, E.(2003) Business Research Methods, Oxford, U.K. Oxford University Press Brynjolfsson, E., & Hitt, L. (1995). The Productive Keep Producing. InformationWeek, 545, 38-52. Buckingham, M., & Coffman, C. (1999). First, break all the rules: what the world’s greatest managers do differently. New York, NY: Simon & Shuster. Budhwar, P., & Mellahi, K. (2007) Introduction: human resource management in the Middle East. International Journal of Human Resource Management, 18(1), 2-10. Bussi, M. (2002). Retention strategies: remuneration answers. Johannesburg: Knowledge Resources. Byars, L. L., & Rue, L. W. (2004). Human Resource Management (7th Edition). New York: McGraw-Hill Companies, Inc. Çalişkan, E.N.(2010).The impact of Strategic Human Resource Management on organizational Performance. Journal of Naval Science and Engineering, 6, 2, 100-116. Campbell, S.L., Fowles, E.R., & Webber, B.J. (2004). Organizational structure and job satisfaction in public health nursing. Public Health Nursing, 21, 564-571. Canary, J. D., & Dainton, M. (2003). Maintaining Relationships through Communication: Relational, Contextual,. Mahwah, NJ: Lawrence Erlbaum Associates. Carnevale, A., & Schulz, E. (1990, July 18). Return on investment: accounting for training. Supplement to Training & Development Journal. Cascio, W. F. (2006). Managing Human Resources: productivity, Quality of Work Life, Profits (7th Edition). New York: McGraw-Hill companies, Inc. Cascio, W. (2003). The high cost of low wages. Harvard Business Review, 84(12), 23. Castillo, J.J. (2009). Population Sampling Techniques. Retrieved 05 Feb. 2012 from Experiment Resources: http://www.experiment-resources.com /populationsampling.html. Cataldo, P. (2011, May 18) Focusing on employee engagement: How to measure and improve it. Retrieved December 22, 2011 from UNC Kenan-Flagler Business School http://www.kenan-flagler .unc.edu/execdev/focusing-on-employeeengagement. pdf. Catano, V. M., Wiesner, W. H., Hackett, R. D., & Methot, L. L. (2009). Recruitment and Selection in Canada. New York: Cengage Learning Inc. CedarCrestone (2006). CedarCrestone 2006 Workforce Technologies and Service Delivery: Approaches Survey. 9th annual edition. Arizona: CedarCrestone. Chambers, R.L. (1986). Outlier Robust Finite Population Estimation. Journal of American Statistical Association, 81, 1163-1169 Charter School. (2002) Redefining Public Education: The Promise of Employer-Linked Charter Schools. Lansing, MI: Public Policy Associates; Washington, DC: National Alliance of Business. Chapman, D. S. & Webster J. (2003) The use of technologies in the recruiting, screening, and selection processes for job candidates. International journal of selection and assessment, 11, 2/3, 113–120. Cheng, S. P., & Tummala, V. M. R.(1998). An employee involvement strategy for ISO 9000 registration and maintenance: A case study of Hong Kong and China companies. International Journal of Quality and Reliability Management, 15(8/9), 860–891. Cheong, C. (2001). E-learning-a provider‘s prospective. The Internet and Higher Education, 4(3-4), 337-352. Chevalier, A., Harmon, C. Walker, I. & Zhu,Y. (2003). Does education raise productivity, or just reflect it? Pakistan: Centre for Economic Research. Chhabra, T. (2005). Principles and Practice of Management. Nai Sarak, Delhi-110006: Dhanpat Rai & Co. (P) Ltd. Chiang, F.F. & Birtch, T.A. (2008). Achieving Task and Extra-Task-Related Behaviors: A Case of Gender and Position Differences in the Perceived Role of Rewards in the Hotel Industry. International Journal of Hospitality Management, 27, 491–503. Chin, W. W., Marcolin, B. L., & Newsted, P. N. (2003). A partial least squares latent variable modeling approach for measuring interaction effects: Results from a monte carlo simulation study and an electronic-mail emotion/adoption study. Information Systems Research, 14(2):189–217. Christina, W. & Karin, S.(2009). Structural Equation Modeling: Advantages, Challenges, and Problems. Frankfurt: Goethe University. Choi, B., Poon, S.K., & Davis, J.G. (2008). Effects of Knowledge management strategy on organizational performance: A complimentarity theory based approach. OMEGA-The international journal of management science, 36, 235-251. Cindy B.C., & Dao, T.(2009, May 22). Bright Ideas Energize Fleet Management: From acquisition to remarketing, a compilation of best ideas in managing successful, cost- effective, and efficient fleets is presented. Retrieved October 18, 2012 from Amerit Fleet Solutions: http://www.feeds2.feedburner.com. Clark, V., & Creswell, J. (2010). Designing and conducting mixed methods research: Sage Publications, Inc. Clotfelter, C.T., Ladd,H.F., & Vigdor, J.L. (2007). Are Teacher absences worth worrying about in the U.S.? Cambridge, MA: National Bureau of Economic Research. Cober, R., Brown, D., Keeping, L., & Levy, P. (2004). Recrutiment on the Net: How Do Organizational Web Sites Characteristics Influence Applicant Attraction? Journal of Management, 30(5), 23. Community for Human Resource Management. (2012, July 10). Recruitment, Selection, Placement and Induction. Retrieved March 21, 2012, from Think HR Think CHRM: http://www.chrmglobal.com. Cook, J., & Crossman, A. (2004). Satisfaction with performance appraisal systems: a study of role perceptions. Journal of Managerial Psychology, 19(5), 526-541. Cooper, D.R. & Schindler, P.S.(2007). Business Research Methods. New Delhi, Tata McGraw-Hill Publishing Company Limited. Cosh, A., Hughes, A., Bullock, A., & Potton, M. (2003). The Relationship between Training and Business Performance. Cambridge: ESRC Centre for Business Research. Coughlan, A. (2004, July 18). Employee Absenteeism:A Guide to Managing Absence: Retrieved September 16, 2012 from IBEC, Ireland: http://www.reintegrate.eu/resources/a- guide-to-managing-absence.pdf. Creighton, T. B. (2001, June 18)Data analysis in administrators‘ hands: An oxymoron. Retrieved September 23, 2012, from http://www.aasa.org/publications/sa/ 200104/ creighton.html. Creswell, J. (2003), Research Design: Qualitative, Quantitative and Mixed Methods Approaches. Thousand Oaks, CA: Sage Publications Inc. Cropanzano, R., Prehar, C., & Chenn, P. (2002). Using Social Exchange Theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3), 324-351. Crum, T. (2010). Getting to the Core of Conflict I: Conflict Management Skills. Washington, DC: U.S. Department of Interior Office of Collaborative Action and Dispute Resolution. Cunningham, C.E., Woodward, C.A., Shannon, H.S. & MacIntosh, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioral correlates. Journal of Occupational and Organizational Psychology, 75, 377. D.T. Hall & Associates. (1986). Career development in organizations. (1st ed.). San Francisco: Jossey- Bass. Daft, R.L., & Weick, K.E. (1984) Towards a model of organizations as interpretation systems. Academy of Management Review, 9(2), 284-295. D‟Amato, A., & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations. Journal of Managerial Psychology, Vol. 23(8), 929-953. Daniels, S. (2003). Employee training: a strategic approach to better return on investment. Journal of Business Strategy, 24(5), 39-43. Danziger, J., & Debbie, D. (2005). Methods of Training in the work Place. California: Center for Research on Information Technology and Organizations, School of Social Sciences University of California. Dar, O.L.(2010) Trust In Co-Workers and Employee Behaviors At Work. International Review of Business Research Papers, 6, 1, 194- 204. Dash, K.K. (2005, May 22). Online research methods resource: Module-selection of the research paradigm and methodology. Retrieved October 3, 2012 from Manchester Metropolitan University http://www.celt.mmu.ac.uk/research methods/Modules/Selection_of_methodology/index. php. Davenport, T.H.(2006).Competing on Analytics. Harvard: Harvard Business School Publishing Incorporation. Davidaviciene, V. (2008). Change Management Decisions in the Information Age. Journal of Business Economics and Management, 9(4), 299-307. Davidson, R. J., Kabat-Zinn, J., Schumacher, J., Rosenkranz, M., Muller, D., Santorelli, S.F. (2003) Alterations in brain and immune function produced by mindfulness meditiation. Psychosomatic Medicine, 65, 564-570. De Alwis, A. C. (2010). The impact of electronic human resource management on the role of human resource managers. E + M Ekonomie a Management, 4, 47-60 DeCenzo, D. D., & Robbins, S. (1996). Human Resource Management (5th Edition). New York: John Wiley and Sons, Inc. Decramer, A., Christiaens, J., & Vanderstraeten, A. (2008). Implementation Dynamics of Performance Management in Higher Education. 21st EIASM Workshop on Strategic Human Resource Management. Ghent, Belgium: University College Ghent, Voskenslaan 270, 9000. Deephouse, D. (2000).Media reputation as a strategic source: An integration of mass communication and resource-based theories. Journal of Management, 26, 1091-1112. Del Brío, J. Á., Fernández, E., & Junquera, B. (2007). Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study. The International Journal of Human Resource Management, 18(4), 491-522. Delcampo, R.G. (2011) Human Resource Management Demystified: Hard stuff made easy. USA: McGraw-Hill Companies Inc. Delmas, M. (2001). Stakeholders and competitive advantage: The case of ISO 14001. Production and Operations Management, 10(3), 343-358. Den Hartog, D. & Verburg, R.(2004).High-performance work systems, organizational culture and firm effectiveness. Human Resource Management Journal, 14, 1, 55-78. Deng, S., Liu, Y., Qi, Y (2011). An empirical study on determinants of web based question-answer services adoption. Online Information Review, 35(5), 789-798 Dess, G.G. & Shaw, J.D.(2001). Voluntary Turnover, Social Capital, and Organizational Performance. Academy of Management Journal, 26(3), 446–56. Diamantopoulos, A., Winklhofer, H.M. (2001). Index Construction with Formative Indicators: An Alternative to Scale Development. Journal of Marketing Research, 38(2), 269-277. Dieleman, M., Toonen, J., Touré, H. & Tim Martineau, T.(2006).The match between motivation and performance management of health sector workers in Mali. Human Resources for Health, 4, 2, 1478-4491-4-2. Dieleman, M., Viet Cuong, P., Vu Anh, L., Matrineau, T.(2003). Identifying factors for job motivation of rural health workers in North Viet Nam. Human Resources for Health, 1(10). Dietz, J., Pugh, S. D., & Wiley, J. W. (2004). Service climate effects on customer attitudes: An examination of boundary conditions. Academy of Management Journal, 47, 81-92. Dillman, D. A.(2007). Mail and Internet surveys: The tailored design method: 2007 update with new Internet, visual, and mixed mode guide. Hoboken, NJ: Wiley Dobni, C.B. (2010).The relationship between an innovation orientation and competitive Strategy. International Journal of Innovation Management, 14, 2, 331-357. Doucouliagos, H. C. (2010). How large is large? Preliminary guidelines for interpreting partial correlations in economics. Melbourne: Deakin University. Dougherty, T.W. (2011). Alternative Reward Strategies and Employee Reactions. New Delhi: Sage Publications. Dowling, P.P., Schuler, R.S. & Welch, D.E. (1994). International Practices of Human Resource Management, 2nd edition. Wadsworth, New York. Drahozal, C.R., & Wittrock, Q.R. (2009). Franchising, Arbitration, and the Future of the Class Action. Entrepreneurial Business Law Journal, 3, 2. Drumm, G. (2005).Putting the pieces back together to realign performance in the organization. Performance Improvement, 44, 6, 26-30. D'souza, R. (2010). Employee Selection and Placement. U.K.: University of Westminster. Duff, P.A.(2004). Intertextuality and hybrid discourses: The infusion of pop culture in educational discourse. Linguistics and Education, 14: 231–276. Duffy, M. (2006).The social context of undermining behavior at work, Organizational Behavior and Human Decision Processes, 101, 1, 105-126. Dulebohn, J. H., & Marler, J. H. (2005).e-Compensation: The potential to transform practice? In H. G. Gueutal & D.L. Stone (Eds.), The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossey Bass. Duraisingam, V., Skinner, N.(2005).Performance Appraisal. In N. Skinner, A.M. Roche, J. O‘Connor, Y. Pollard, & C. Todd (Eds.), Workforce development tips (theory into practice strategies): a resource kit for the alcohol and other drugs field. Adelaide, Australia. National Centre for Education and Training on Addiction, Flinders University. Dutton, J.E., Roberts, A.M., & Bednar, J. (2010). Pathways for Positive Identity Construction at work: Four Types of Positive Identity and the Building of Social Resources. Academy of Management Review, 35, 2, 265–293. Dwomoh, G., & Korankye, T. (2012). Labour turnover and its impact on performance of Banks in Ghana. European Journal of Business and Management, 4, 7. Dyer, L.(1984). Linking human Resource to business strategy. Human resource planning, 7(2), 79-84 Dyer, L., & Holder, G.(1988). A Strategic Perspective of Human Resource Management. InLee Dyer (ed). Human Resource Management: Evolving Roles and Responsibilities Washington, DC: Bureau of National Affairs. Dyer, L., & Kochan, T. (1994). Is There a New HRM? Contemporary Evidence and Future Directions. Conference of Managing Human Resources in the1990s and Beyond: Is the Workplace Being Transformed? Industrial Relations Centre, Queen's University, Kingston, Ontario. Dysvik, A., Bård, K. (2010).Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622–638. Easterby-Smith, M., & Lyles, M. (2003).The Blackwell handbook of organizational learning and knowledge management. Oxford: Blackwell. Eby, L. T., Adams, D. M., Russell, J. E. A., & Gaby, S. H.(2000). Perceptions of organizational readiness for change: Factors related to employees' reactions to the implementation of team-based selling. Human Relations, 53, 419-442. Edwards, A. (2008). Changing Strategic Planning and Performance Management: The GPRA Modernization Act. Arlington, Virginia: National Intergovernmental Audit Forum. EFILWC. (2007, February 11). Quality of Work and Employment. Retrieved March 18, 2012, from European Foundation for the Improvement of Living and Working Conditions: http://www.libserver.cedefop.europa.eu/F?func= find-c&ccl_term. Eisaguirre, L. (2009). Measuring and Tracking: Recruiting and Retention Success. Washington D.C: SHRM. Ellis, P. (2005). Market orientation and marketing practice in a developing economy. European Journal of Marketing, 39(5/6), 629–645. Elman, C., & O‘Rand, A. M. (2002). Perceived Job Insecurity and Entry into Work-Related Education and Training among Adult Workers. Social Science Research, 31, 49–76. Emma, P.(2011).An examination of e-HRM as a means to increase the value of the HR function. International Journal of Human Resource Management, 22, 5. Engellandt, A., Riphahn, R.T. (2005). Temporary contracts and employee effort. Labour Economics, 12, 281-299.Erdil, O. & Günsel, A.(2009) Relationships between Human Resource Management Practices, Business Strategy Fit and Firm Performance. Istanbul: Gebze Institute of Technology. Erinosho, O. A. (2008). The Quality of Nigeria‘s Private Universities. JHEA/RESA, 6, 1, 41–69. Esu, B., & Inyang, B. (2009). A Case for Performance Management in the Public Sector of Nigeria. Nigeria: Delta State. European Foundation for the Improvement of Living and Working Conditions. (2007). Impact of training on people’s employability. Ireland: Loughlinstown, Dublin 18. Ezirim, C B., Nwibere, B.M., & Emecheta, B.C. (2010). Organizational culture and performance: the Nigerian experience. International Journal of Business and Public Administration, 7(1), 40-56. Fadipe, J. (2000). Education for national development: The millennium option. In J.O. Fadipe & E.E. Oluchkwu (Eds.), Educational Planning and Administration in Nigeria in the 21st Century. Ilorin, Nigeria : NIEPA. Fahy, J. (2000).The resource-based view of the firm: some stumbling-blocks on the road to understanding sustainable competitive advantage. Journal of European Industrial Training, 24 No. 2/3/4, 94-104. Fahy, J.,& Smithee, A. (2000). Strategic Marketing and the Resource Based View of the Firm. Alloa: Alloa Metropolitian University. Fajana, S. (2002). Human Resources Management: An Introduction. Lagos: Laboffin and Company. Ferreira, A., & Otley, D. (2009). The design and use of PMSs: An extended framework for analysis. Management Accounting Research, 20(4), 263-82. Fey, C.S., Morgulis-Yakushev, S., Park, H.J., Bjorkman, I. (2009).Opening the black box of the relationship between HRM practices and firm performance: A comparison of MNE subsidiaries in the USA, Finland and Russia. Journal of International Studies, 40(4), 690-712. Firth, L., David, J. M., Kathleen, A. M., Claude, L.(2007). How can managers reduce employee intention to quit?, Journal of Management Psychology, 19(2),170-187. Flabbi, L. & Ichino, A. (2001).Productivity, Seniority and Wages: New Evidence from Personnel Data. Labour Economics, 8, 359-387. Flint, M. (2006, May 22). Employee Selection and Placement. Retrieved December 11, 2011, from XB Consultants Ltd:http://www.copmanagement .co.uk. Flippo, E. (1980) Personnel Management. London: Mcgraw-Hill. Florkowski, G., & Olivas-Lujan, M. (2006). The diffusion of human resource information-technology innovations in US and non-US firms. Personnel Review, 35(6), 684-710. Franco, L.M., Bennett, S., Kanfer, R.(2002). Health-sector reform and public-sector health worker motivation: a conceptual framework. Social Science and Medicine, 54, 1255–1266. Fodhla, M., John, W., & Tommy, C. (2005). Leading employees in one-to-one dispute resolution. Leadership and Organization Development Journal, 19, 2. Forman, D.C.(2009). Establishing a Talent Driven Culture. Washington, D.C: Human Capital Institute. Forman, H., & Hunt, J.(2005).Managing the influence of internal and external determents. Industrial Marketing Management, 2(34). Forrier, A., & Sels, L.(2003).The concept employability: a complex mosaic. International Journal of Human Resources Development and Management, 3, 2. Fort, A.L. & Voltero, L. (2004). Factors affecting the performance of maternal Health care providers in Armenia. Armenia: Human Resource for Health Biomedical Central. Forster, S.(2004).IRS. Employment Review, 26, 812, 2. Foust, D. (2007). How Technology Delivers for UPS. New York: BusinessWeek. Fox, D. (2011, July 24). Recruit for Organizational Performance. Retrieved March 19, 2012, from WorldwideHR: http://www.worldwidehr.info. Fox, J. (2006). Structural Equation Modeling With the SEM Package in R. Structural Equation Modeling, 13(3), 465–486. French, R., & Rumbles, S. (2010). Recruitment and Selection. In G. R. french, Leading, Managing and Developing People, 3rd edition. United Kingdom: CIPD. Friedmann, C.B., Holtbrügge, D., & Puck, J.F. (2008). HRM in Foreign Firms In India: A Resource-Based View. Nuremberg: Labour and Socio-Economic Research Centre. Frijters, P., Haisken-DeNew, J.P., Shields,M.A. (2004). Money does matter! Evidence from increasing real incomes and life satisfaction in East Germany following reunification. Australia: Australian National University. Fuess, S., & Millea, M. (2001). Pay and Productivity in a Corporatist Economy: Evidence from Austria. Lincoln: University of Nebraska. Fugate, M., Prussia, G.E. & Kinicki, A.J.(2012). Managing employee withdrawal during organizational change: The role of Threat appraisal. Journal of Management, 890-914. Fulmer, R.M., & Conger, J.A.(2004). Growing Your Company’s Leaders. New York, NY: American Management Association. Fulmer, R. (2002). Choose tomorrow's leaders today: Succession planning grooms firms for success. Graziadio Business Review, 5(1). Furnham A., Petrides, K. V., Ysaousis, I., Pappas, K., Garrod, D. (2005).A crosscultural investigation into the relationships between personality traits and work values. Journal of Psychology, 139, 5-33. Gabriel, U., Banse, R. & Hug, F.(2007). Predicting private and public helping behaviour by implicit attitudes and the motivation to control prejudiced reactions. British Journal of Social Psychology, 46: 365- 382. Gaffney, S.(2005).Career Development as a Retention and Succession Planning Tool. The Journal for Quality and Participation, 28(3), 7-10. Galanaki, E. (2002). The decision to recruit online: a descriptive study. Career Development International, 7(4), 243-51. Gefen, D., Karahanna, E. & Straub, D. W.(2003). Trust and TAM in online shopping: an integrative model. MIS Quarterly, 27(1), 64-85. George, P. S. (1987). Performance Management in Education. Educational Leadership, 44, 32-39. Gerhart, B. (2007) Human resources and business performance: findings, unanswered questions, and an alternative approach. Management Revue, 16, 174-85. Geisser, S.(1975). The predictive samples reuse method with applications. Journal of the American Statistical Association, 70(350), 320-328. Gerrit, V.B., Martin, S., Gary, L., Bernd, S. (2010).Prediction Markets as Institutional Forecasting Support Systems. Decision Support Systems, 49(4), 404-416. Ghinetti, P.(2007).The public-private job satisfaction differential in Italy. LABOUR: Review of Labour Economics & Industrial Relations, 21(2), 361-388. Giauque, D., Resenterra, F., & Siggen, M.(2010).The relationship between HRM practices and organizational commitment of knowledge workers: Facts obtained from Swiss SMEs. Human Resource Development International, 13, 2, 185-205. Gillwald, A. & Esselaar, S. (2005). A Comparative Analysis of ICT Access and Usage in 10 African countries. Retrieved May 20, 2013 from http://www.researchictafrica.net/images/ upload/Chapter02new(latest).pdf. Glebbeck, A. C., & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47, 277-286. Glover, L., & Siu, N. (2000). The human resource barriers to managing quality in China. International Journal of Human Resource Management, 11, 867-882. Golden, T.P., OMara, S., Ferrell, C., Sheldon, J., & Miller, L.(2006). Benefits Planning, Assistance and Outreach: Supporting Career Development for Individuals with Disabilities. Ithaca, NY: Cornell University. Gonca, T., Yamamoto, G.T., & Özbek, A.(2010).E-HRM as a Reality in Virtual World. Turkey: Encyclopedia of Human Resources Information Systems. Gonrig, M. (2008) Customer loyalty and Employee Engagement: An Alignment For Value. Journal of Business Strategy, 29, 29- 40. González-Bañales, D. L., & Andrade, H. P. (2011). Exploring Business Competitiveness in High Technology Sectors: An Empirical Analysis of the Mexican Software Industry. Journal of Information System and Technology Management, 8, 2. Gooderman, P., Nordhaug, O., Ringdal, K. & Birkelund, E. (2004). Job values among future business leaders: the impact of gender and social background. Scandinavian Journal of Management, 20, 3, 277-95. Govindarajulu, N., & Daily, B. (2004). Motivating employees for environmental improvement. Industrial Management & Data Systems, 104(4), 364-372. Goyal, R. (2008). Hospital administration and human resource management, (4th Edition). New Delhi: Prentice-Hall of India Private Limited. Graham, H. (1998). Human Resource Management. London: Prentice Hall. Grant, A.M., Christianson, M.K.,& Price, R.H. (2007). Happiness, Health, or Relationships? Managerial Practices and Employee Well-Being Tradeoffs. Academy of Management Perspectives, 53. Grant Thornton International.(2010, April 27). Succession planning Tips for private companies contemplating a transition. Retrieved January 18, 2012 from Grant ThorntonInternational: http://www.blog.grantthornton.com.au/index.php?q ...succession-planning...Graves, S. (2011, March 16). Justifying Your Next Promotion. Retrieved December 22, 2011, from Kevin Sturm Consulting: http://www.ameriforce.net. Greenwald, J. (2008). Web-based screening may lead to bias suits. Business Insurance, 42, 10, 1-6. Groysberg, B., Polzer, J., & Elfenbein, H. A.(2005). Too many cooks spoil the broth: How high-status individuals decrease group effectiveness. Harvard: Harvard University. Guest, D.(2001).Voices in the Boardroom. London: CIPD. Guest, D. (1997). Human resource management and performance: A review and research agenda. International Journal of Human Resource Management, 8(3), 263-276. Gueutal, H.G., & Stone, D. L. (2009).The brave new world of eHR: human resources management in the digital age (1st ed.). California: Jossey-Bass. Guiderdoni-Jourdain, K. (2009). The enrichment of the HR Intranet linked to the regulation processes between HR actors. In T. Bondarouk, H. Ruel, K. Guiderdoni-Jourdain & E. Oiry (eds), Handbook of Research on e-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges. New York: Hershey. Gupta, C. (2006). Human Resource Management (Rev. edition, ed.). New Delhi: Sultan Chand & Sons. Gupta, M. (2008, March 11). Employee Placement. Retrieved November 19, 2011, from KMG Infotech: http://www.interactivedata.com/idms. Gupta, M., & Snyder, D. (2009). Comparing TOC with MRP and JIT: A Literature Review. International Journal of Production Research, 47(13), 3705-3739. Guthrie, J.P. (2000). High involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180-190. Hagglund, G. & Provis, C. (2005).The Conciliation Step of the Unfair Dismissal Process in South Australia. Labor Studies Journal, 29(4), 65-86 Haid, M., & Sims, J. (2010, December 13). Employee Engagement: Maximizing Organizational Performance. Retrieved October 16, 2011, from Leadership Insights: http://www.business&talent. aligned.com. Haines, V., & Lafleur, G. (2008). Information Technology usage and Human Resource roles and effectiveness. Human Resource Management, 47(3), 525-540. Hair, J. F., Jr., Black, W. C., Babin, B. J., Andersen, R. E., & Tatham, R. L. (2006). Mutilvariate Data Analysis (6th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Hair, J. F., Money, A. H., Samouel, P., & Page, M. (2007). Research methods for business. WestSussex: John Wiley & Sons Ltd. Hair, J., Anderson, R., Tatham, R., & Black, W. (2010). Multivariate Data Analysis . Upper Saddle River, NJ: Prentice-Hall International. Hair, J.F., Christian, M. R. & Marko, S. (2011). PLS-SEM: Indeed a Silver Bullet. Journal of Marketing Theory and Practice, 19, 2, 139–151. Hakanen, J.J., Bakker, A.B., & Schaufeli, W.B.(2006).Burnout and work engagement among teachers. Journal of School Psychology, 43, 495–513. Halbesleben, J.R.B. & Wheeler, A.R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work and Stress, 22, 242–56. Hameed, A., & Waheed, A. (2011). Employee Development and Its Affect on Employee Performance: A Conceptual Framework. International Journal of Business and Social Science, 2, 13. Hammad, S. A., Jusoh, R., & Oon, E. Y. (2010). Management Accounting System for Hospitals: a Research Framework. Industrial Management & Data Systems, 110, 5, 762-784. Hampel, Ronchetti, Rousseuw, & Stahel (1986) Robust statistics. New York. John Wiley & Sons. Handlogten, C. (2009). Implementation of e-recruitment. Amsterdam: Universiteit Twente. Harshalsk, B. (2010, April 2). Human Resource Management . Retrieved February 14, 2012, from Slideshare: http://www.managementhelp.org/hr_mgmnt/hr_mgmnt. htm 46. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta- analysis. Journal of Applied Psychology, 87, 268-279. Hartt, A. (2006, November 18). Behavior Worm Book, the C. elegans Research Community, doi/10.1895/wormbook.1.87.1, Retrieved April 18, 2012 from: http://www.wormbook.org. Harvey, M. (1993). Empirical evidence on recurring international compensation problems. Journal of International Business Studies, 24(4), 782-799. Hassan, Z., & Silong, A. D. (2008). Women Leadership and Community Development. European Journal of Scientific Research, 23, 3, 361-372. Hashim, J.(2009). Islamic revival in human resource management practices among selected Islamic organizations in Malaysia. International Journal of Islamic and Middle Eastern Finance and Management, 2(3), 251-267. Hatry, H. (1999) Performance measurement: getting results. Washington D.C.: the Urban Institute Press. Hawkins, R.W., Langford, C.H., & Sidhu, S. (2006). Science Technology and Society Program. Ottawa: University of Calgary. Hayes, A. F., & Preacher, K. J. (2010). Quantifying and testing indirect effects in simple mediation models when the constituent paths are nonlinear. Multivariate Behavioral Research, 45(4), 627-660. Haynes, R., & Ghosh, R. (2008). Mentoring and Succession Management: An Evaluative Approach to the Strategic Collaboration Model. Review of Business, 28(2), 3-12. HAYS Recruiting Experts. (2011). Employee recruitment. UK: HAYS. Heames, T. J., & Harvey, M.(2006). The Evolution of the Concept of the Executive from the 20th Century Manager to the 21st Century Global Leader. Journal of Leadership and Organizational Studies, 13(2). Heathfield, S. M. (2012, March 14). Ten Tips to Make Training and Development Work: Four Training Transfer Tips. Retrieved June 24, 2012, from About.com: http://www.humanresources. about.com./lr/training_transfer/220698/1/. Heathfield, S. M. (2011, January 10). How You Treat Employees Really Matters. Retrieved May 12, 2012, from About.com: http://www.about.com/ Ir/profitability/1895310/2. Heathfield, S. M. (2010, June 22). Workplace Conflict Resolution: Avoid These Actions in Effective Conflict Resolution. Retrieved October 16, 2012, from About.com:http://www.humanresources.about.com./ od/workrelationships/u/work_success.htm. Heathfield, S. M. (2009, June 19). Transfer Is a Career Pathing Opportunity. Retrieved February 20, 2012 from About.com://www.human- resources.about.com/od/glossaryc/g/career-pathing.htm. Hedum, K. (2010). Succession Planning: The critical challenge for Law enforcement ofr Developing Leadership Capital in the 21st Century . USA: University of Central Florida. Heffes, E. (2005). Dramatic Workforce Trends Require Planning Now. Financial Executive, 21(6), 18-21. Heinen, J.S. & O‘Neill, C. (2004).Managing talent to maximize performance. Employment Relations Today, 31, 2, 67-82. Heinrich, C. J., & Marschke, G. (2009). Incentives and their dynamics in public sector PMSs. Journal of Policy Analysis, 29, 1,183-208. Heinrich, E., Milne, J., Granshaw, B (2012). Pathways for improving support for the electronic management and marking of assignments. Australasian Journal of Educational Technology, 28(2), 279-294. Heller, D. E. (2006).State support of higher education: Past, present, and future. In D.M. Priest & Author (Eds.), Privatization and public universities. Bloomington: Indiana University Press. Hendrickson, A. (2003). Human resource information systems: Backbone technology for contemporary human resources. Journal of Labor Research, Vol. 24(3), 381−394. Herek, G.M., Norton, A.T., Thomas J. Allen, T.J.,& Charles L. Sims, C.L. (2010). Demographic, Psychological, and Social Characteristics of Self-Identified Lesbian, Gay, and Bisexual Adults in a US Probability Sample. Sexuality Research and Social Policy, 7, 3, 176-200. Hiltrop, J.M. (1996).The Impact of Human Resource Management on Organizational Performance: Theory and Research. European Management Journal, 14(6): 628-637. Hinton, C., & Tao, Y. (2006) Exploring Sources of Competitive Advantage: ebusiness application within the Chinese real estate industry. Journal of Technology Management, 1, 1, 92-106. Hirt, J., & Janosik, S. (2005, December 10). Best Practices For Succession Planning. Retrieved February 11 2012 from powershow.com http://www.amazon.com/s?ie=UTF8&rh...page=1. Höck, M. & Christian, M. R. (2010). Local Strategic Networks in the Software Industry: An Empirical Analysis of the Value Continuum. International Journal of Knowledge Management Studies, 4(2), 132–151. Holbeche, L., & Springett, N. (2003). In Search of Meaning in the Workplace. UK: Roffey Park. Holden, T. (2002). Training needs analysis in a week. London: Hodder & Stoughton. Holland, J. (1994, April 22). Theory of Job Placement. Retrieved February 19, 2011, from About.com: http://www.balancescorecardaustralia.com. Holt, D.T., Armenakis, A.A., Feild, H.S. & Harris, S.G. (2007)Readiness for Organizational Change: The Systematic Development of a Scale. Journal of Applied Behavioral Science, 43(2), 232-255. Holt, J.L. & DeVore, C.J. (2005). Culture, gender, organizational role, and styles of conflict resolution: A meta-analysis. International Journal of Intercultural Relations, 29, 2, 165-196. Holzer, H. J. (2011) Creating Effective Education and Workforce Policies for Metropolitan Labor Markets in the United States. Washington D.C: Institute for Research on Poverty. Hom, P. W. & Griffeth, R. (1995). Employee Turnover. USA: South Western Publishing. Hong, H., Jeffrey D. Kubik,J.D., & Solomon,A. (2000). Security analysts career concerns and herding of earnings forecasts, Rand Journal of Economics, 31, 121-144. Hood, C., & Heald, D. (2006). Transparency: the key to better governance? Oxford: Oxford University Press. Hoopes, D.G., Madsen, T.L. & Walker, G. (2003). Why is there a Resource-Based View? Toward a Theory of Competitive Heterogeneity. Strategic Management Journal 24(10), 889-902. DOI: 10.1002/smj.356. Howard, E. (2000). The dot.com effect. Strategic Communication Management, 4(2), 16. Huang, T.C. (2000). Are the human resources practice of effective firms distinctly different from those of poorly performing ones? The International Journal of Human Resource Management, 11(2), 436-451. Hunte-Cox, D. (2004). Executive succession planning and the organizational learning capacity. Washington, D.C. United States: The George Washington University. Hurt, H. Y., Joseph, K., & Cook, C. D. (1977).Scales for the measurement of innovativeness. Human Communication Research, 4(1): 58–65. Huselid, M. (2004). Editor‘s Note: Special Issue on e-HR: The Intersection of Information Technology and Human Resource Management. Human Resource Management, Summer/Fall, 43, 2&3, 119. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672. Hussain, Z., Wallace, J., & Cornelius, N. (2007). The use and impact of human resource information systems on human resource management professionals. Information & Management, 44(1), 74–89. Huxtable, M. (2002). School of Social work world wide. Washington: NASW. Hu, Y., Smeryers-Verbeke, J., Massart, D. L.(1990).Outlier detection in calibration. Chemo metrics and Intelligent Laboratory Systems, 9, 31-44. Ibukun, W. (1997)Educational management: theory and practice. Ado Ekiti: Green Line Publishers. Ichino, A. & Riphahn, R.T. (2004). Absenteeism and Employment Protection: Three Case Studies. Swedish Economic Policy Review, 11, 95-114. Idemobi, E. I., & Chinedu, O. (2011). Performance Management as an Imperative for Effective Performance in Delta State of Nigerian Public Owned Organizations. Sacha Journal of Policy and Strategic Studies, 1(2), 46-54. Iglewicz, B. & Hoaglin, D. (1993).How to Detect and Handle Outliers. The ASQC Basic References in Quality Control: Statistical Techniques, 16. Imperatori, B. & De Marco, M.(2009). e-work & labour processes transformation..In T. Bondarouk, H. Ruel, K. Guiderdoni-Jourdain & E. Oiry (eds), Handbook of Research on e-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges. New York: Hershey. Inn, T. C. (2008). Institute for Research on Poverty Management System (QMS) among Employees in the Certified Manufacturing Companies in Penang. Malaysia: University Science Malaysia. Inoue, Y., & Lee, S. (2010). Effects of different dimensions of corporate social responsibility on corporate financial performance in tourism-related industries. Tourism Management, 32(4), 790-804. Internal Revenue Service. (2012). Wages and Other Compensation. Washington D.C: Department of the Treasury. Ip, B., & Jacobs, G. (2006).Business succession planning: a review of the evidence. Journal of Small Business and Enterprise Development, 13,236-350. Ishizaka, A., & Labib, A. Review of the main developments in the analytic hierarchy process, Expert Systems with Applications, 38(11), 14336- 14345 Islam, R. & Ismail, A.Z. (2008).Employee motivation: A Malaysian perspective. International Journal of Commerce and Management, 18, 4, 344-62. Ittner, C., Larcker, D., & Randall, T. (2003). Performance implications of strategic performance measurement in financial services firms. Accounting, Organisations and Society, 28, 7-8, 715-741. Jaquenoud, L.(2005).How to maximize HR technology. Strategic HR Review, 5(1), 4. Janz, B. D., & Prasarnphanich, P. (2003). Understanding the antecedents of effective knowledge management: The importance of a knowledge-centered culture. Decision Sciences, 34(2), 351–384. Jawadekar, W.S. (2005). Management Information Systems. Mumbai: Department of Business Management, Patil University. Johnson, N.L. & Kotz, S. (1970). Distributions in statistics: continuos univariate distributions, Houghton Mifflin, Boston. Jonson, C. (2001)Making sure employees measure up. HR Magazine, 46(3), 36-41. Jones, G. R., & George, J. M. (2006). Contemporary Management (4th Edition). New York: McGraw-Hill/ Irwin. Joseph, R., & Kitlan, D.(2006). Key issues in government and public administration. In G.D. Garson & M. Khosrow-Pour (Eds.), Handbook of research on public information technology. Hershey, P.A: IGI Global. Joseph, W., McCalley, J., LiSree, Y., Yeddanapudi, R.M. (2006). Risk-Based Resource Allocation for Distribution System Maintenance. Iowa: PSERC Publication. Judd, C.M. & Kenny, D.A. (1981). Process Analysis: Estimating mediation in treatment evaluations. Evaluation Review, 5(5), 602-619. Kahn, W. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724. Kahya, E.(2007).The effects of job characteristics and working conditions on job performance. International Journal of Industrial Ergonomics, 37, 515–523. Kaifeng, Y., & Antony, K.(2010).Linking Management Reform with Employee Job satisfaction: Evidence from Federal Agencies. Journal of Public Administration Research and Theory, 20, 2, 413-436. Kamery, R.B. (2004). Employee Motivation as it Relates to Effectiveness, Efficiency, Productivity, and Performance. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 8, 2 Kapel, C., & Shepherd, C. (2004). Career ladders create common language for defining jobs. Canadian HR Reporter, 14(12), 15- 16. Karia, N., & Asaari, M.H.A.H.(2006).The effects of total quality management practices on employees‘ work-related attitudes. The TQM Magazine, 18 (1), 30-43. Kasperik, J. (2010, July 16). Train, Measure, Succeed: Using Impact on Business to Validate Training Efforts. Retrieved November 11, 2011, from toolingu.com: http://www.bersin.com/. Kasprisin, C. A., Boyle, S. P., Single, R. M., & Muller, C. B. (2003). Building a better bridge: Testing e-training to improve e- mentoring programs for diversity in higher education. Mentoring & Tutoring, 11 (1), 67-78. Katou, A. (2012). Investigating reverse causality between human resource management policies and organizational performance in small firms. Management Research Review, 35(2), 134-156. Katou, A., & Budhwar, P. ( 2010). Causal relationship between HRM policies and organizational performance: evidence from the Greek manufacturing sector. European Management Journal, 28, 25-39. Katz, S. N. (2001). In information technology, don‘t mistake a tool for a goal: The Chronicle of Higher Education. The Chronicle Review, 47(40). Kavanagh, M. & Thite, M. (2008). Human Resource Information Systems: Basics, Applications, and Future Directions. Thousand Oaks: Sage publications Kaye, B. (2005) Build a culture of development. Leadership Excellence, 22(3), 18. Keegan, A., & Francis, H. (2008). HRM, technology and strategic roles: considering the social implications. In: G. Martin, M. Reddington, & H. Alexander (Eds.): Technology, Outsourcing and Transforming HR. Amsterdam: Elsevier. Kelley, K., Clark, B., Brown, V., & Sitzia, J. (2003). Good practice in the conduct and reporting of survey research. International Journal for Quality in Health Care, 15(3), 261- 266. Kelliher, C., & Anderson, D. (2008). For better or for worse? An analysis of how flexible working practices influence employees' perceptions of job quality. The International Journal of Human Resource Management, 19(3), 419–431. Kenny, D. A. (2012, April 3). Mediation. Retrieved June 9, 2012, from Dave Mackinnon's Mediation website: http://www.ehow.com/mediation. Kevin, M.M., Joan, L.C, Adrian, J.W.(2004).Organizational change and employee turnover. Personnel Rev. 33(2), 161-166. Khalid, M.B.(2008, September 11). Research Methodology. Module 1.Overview of Research and its Methodologies. Retrieved October 19, 2012 from Slide share: http://www.drjj.uitm.edu.my. Khan, R. A., Khan, F. A., & Khan, M. A. (2011). Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11, 7. Khavul, S., Bruton, G.D., & Wood, E.(2009). Informal family business in Africa. Entrepreneurship Theory & Practice, 33, 1219-1238. Kickul, J. & Walters, J. (2002). Recognizing new opportunities and innovations: The role of strategic orientation and proactivity in Internet firms. International Journal of Entrepreneurial Behaviour & Research, 8 (6), 292-308. Kim, H-S.(2007) A multilevel study of antecedents and a mediator of employeeorganization relationships. Journal of Public Relations Research, 19(2), 167-197. doi: 10.1080/10627260701290695. Kimball, S. (2005). Succession planning. New York: Management & Training Corp. King, A.W., & Zeithaml, C.P.(2001). Competence and firm performance: Examining the causal ambiguity paradox. Strategic Management Executive, 19, 2, 96-106. Kirkpatrick, D. L.(2006).Improving Employee Performance Through Appraisal and Coaching. New York : American Management Association Publication. Kobozeva, A. (2007, December 10). New Employee Integration: A Basic Necessity. Retrieved February 19, 2012, from HR Solutions, Alinga Consulting Group: http://www. consult@acg.ru. Kochanski, J. & Insler, D. (2010, July 27).Employee Benefits Management. Retrieved October 22, 2011 from Sibson Consulting: http://www.sibson.com/public- ationsand-resources/articles. Kock, N. (2013). Advanced mediating effects tests, multi-group analyses, and measurement model assessments in PLS-based SEM. Laredo, TX: ScriptWarp Systems. Korn, D. (2007). Securing Succession Success. Journal of Accountancy, 204(6), 34-37. Kothari, C.R.(2004). Research Methodology Methods & Techniques. Second Edition, New Delhi: New Age International publisher. Kraut, R., Patterson, V. L., Kiesler, S., Mukhopadhyay, T. & Scherilis, W. (2005). Internet paradox: a social technology that reduces social involvement and psychological well-being?, American Psychologist, 53, 9, 1017–1031. Kraut, A.I., Pedigo, P.R., McKenna, D.D. & Dunnette, M.D. (2005).The role of the manager: what‘s really important in different management jobs? Academy of Management Executive, 19, 4, 122-9. Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610. Krishna, G. V. (2010, May 17). Oracle Training & Performance Management Events in Romania. Retrieved January 11, 2012, from itevent.net: http://www.feeds2. feedburner.com/ITEvent. Krosnik, J.A. (1999). Maximizing Questionnaire Quality. In P.R. John, P.R. Shaver, & L.S.Wrightsman (Eds). San Diego, CA: Academic Press. Kuenzi, M., & Schminke, M. (2009). Assembling fragments into a lens: A review, critique, and proposed research agenda for the organizational work climate literature. Journal of Management, 35, 3, 634-717. Kumar, D.P. & Swetha, G.(2011). A Prognostic Examination of Employee Engagement from its Historical Roots. International Journal of Trade, Economics and Finance, 2, 3. Lado, A.A., & Wilson, M. C.(1994). Human resource systems and sustained competitive advantage: A competency based perspective. Academy of Management Review, 19, 699–727. Laffont, J.J., &Martimort, D. (2002).The theory of Incentives: The Principal Agent Model. Princeton: Princeton University Press. Laird, D. (2003). Approaches to training and development (3rd ed.). U.S: Perseus.

Human resource management practices and employee performance management in Nigerian higher educational institutions

Similar Items