The influence of human resource management practices and proactive personality on job performance among commercial bank employees

The influence of human resource management practices and proactive personality on job performance among commercial bank employees

This study examined the influence of three dimensions of human resource management practices which are compensation and benefits, training and development and performance appraisal and achievement together with proactive personality on job performance among the commercial bank employees in Kuala Lum...

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Main Author: Hema, Subramaniam
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/4927/1/s816696.pdf
https://etd.uum.edu.my/4927/2/s816696_abstract.pdf
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id my-uum-etd.4927
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Johari, Johanim
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Hema, Subramaniam
The influence of human resource management practices and proactive personality on job performance among commercial bank employees
description This study examined the influence of three dimensions of human resource management practices which are compensation and benefits, training and development and performance appraisal and achievement together with proactive personality on job performance among the commercial bank employees in Kuala Lumpur, Malaysia. Job performance was measured by combining task performance and organizational citizenship behavior. The researcher’s intention of merging dimensions of human resource management practices and proactive personality on job performance is to validate the Determinants of Job Performance Model by Cardy and Dobbins and Waldman (1994). A total of 120 commercial bank employees participated in this study. Regression analysis was performed to test the research hypotheses. The results of this findings revealed that the two dimensions of human resource management practices (i.e. training and performance management and internal and external equity) did not have a significant influence on job performance. However, compensation and benefits were found to have impacted job performance significantly. Similarly, proactive personality was found to have significant influence on job performance. This study provided theoretical and practical implications
format Thesis
qualification_name masters
qualification_level Master's degree
author Hema, Subramaniam
author_facet Hema, Subramaniam
author_sort Hema, Subramaniam
title The influence of human resource management practices and proactive personality on job performance among commercial bank employees
title_short The influence of human resource management practices and proactive personality on job performance among commercial bank employees
title_full The influence of human resource management practices and proactive personality on job performance among commercial bank employees
title_fullStr The influence of human resource management practices and proactive personality on job performance among commercial bank employees
title_full_unstemmed The influence of human resource management practices and proactive personality on job performance among commercial bank employees
title_sort influence of human resource management practices and proactive personality on job performance among commercial bank employees
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2015
url https://etd.uum.edu.my/4927/1/s816696.pdf
https://etd.uum.edu.my/4927/2/s816696_abstract.pdf
_version_ 1747827830662627328
spelling my-uum-etd.49272021-03-18T08:08:02Z The influence of human resource management practices and proactive personality on job performance among commercial bank employees 2015 Hema, Subramaniam Johari, Johanim Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study examined the influence of three dimensions of human resource management practices which are compensation and benefits, training and development and performance appraisal and achievement together with proactive personality on job performance among the commercial bank employees in Kuala Lumpur, Malaysia. Job performance was measured by combining task performance and organizational citizenship behavior. The researcher’s intention of merging dimensions of human resource management practices and proactive personality on job performance is to validate the Determinants of Job Performance Model by Cardy and Dobbins and Waldman (1994). A total of 120 commercial bank employees participated in this study. Regression analysis was performed to test the research hypotheses. The results of this findings revealed that the two dimensions of human resource management practices (i.e. training and performance management and internal and external equity) did not have a significant influence on job performance. However, compensation and benefits were found to have impacted job performance significantly. Similarly, proactive personality was found to have significant influence on job performance. This study provided theoretical and practical implications 2015 Thesis https://etd.uum.edu.my/4927/ https://etd.uum.edu.my/4927/1/s816696.pdf text eng public https://etd.uum.edu.my/4927/2/s816696_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abdullah, Z., Ahsan, N., & Alam, S. (2009). The effect of human resource management practices on business performance among private companies in Malaysia. International Journal of Business and Management, 4(6), 65 - 72. Abdullah, A., & Wan, H. (2013). Relationships of non-monetary incentives, job satisfaction and employee job performance. International Review Of Management And Business Research, 2(4). Abm.org.my,. (2015). The Association of Banks in Malaysia (ABM). Retrieved 6 February 2015, from http://www.abm.org.my/index.cfm. Adecco,. (2015). Adecco Salary Guide Malaysia. Retrieved from http://www.adeccoasia.com/malaysia/. Ahmad, N., Iqbal, N., Mir, M., Haider, Z., & Hamad, N. (2014). 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