Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment

Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment

This study was conducted among the academic staff in public higher education sector in Khyber Pakhtunkhwa (KPK), Pakistan. The main objective of the study was to determine the effect of human resource management practices, organizational climate, and leadership styles on organizational commitment. A...

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Main Author: Ahmad, Ashfaq
Format: Thesis
Language:eng
eng
Published: 2016
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/7223/1/s95542_01.pdf
https://etd.uum.edu.my/7223/2/s95542_02.pdf
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id my-uum-etd.7223
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abdul Majid, Abdul Halim
Mohd Zin, Md. Lazim
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Ahmad, Ashfaq
Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
description This study was conducted among the academic staff in public higher education sector in Khyber Pakhtunkhwa (KPK), Pakistan. The main objective of the study was to determine the effect of human resource management practices, organizational climate, and leadership styles on organizational commitment. A total of 354 academic staff from universities located in the KPK, Pakistan participated in the study. The results revealed statistically significant support for the relationship between training and development and organizational commitment; compensation and organizational commitment; organizational climate and organizational commitment; transformational leadership style and organizational commitment; transactional leadership style and organizational commitment. However, no statistically significant support was found for the relationship between performance appraisal and organizational commitment. Moreover, the results reported moderating effect of coworker support over the relationship between compensation and organizational commitment; organizational climate and organizational commitment; transformational leadership style and organizational commitment; and transactional leadership style and organizational commitment. On the contrary, the results could not find support for the moderating effect of coworker support on the relationship between training and development and organizational commitment; and between performance appraisal and organizational commitment. In general, the empirical relationships between HRM practices, organizational climate, leadership style, coworker support, and organizational commitment suggested that it would be beneficial to the management of public sector universities to enhance organizational commitment. Besides that, theoretical and practical implications are also discussed.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Ahmad, Ashfaq
author_facet Ahmad, Ashfaq
author_sort Ahmad, Ashfaq
title Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
title_short Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
title_full Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
title_fullStr Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
title_full_unstemmed Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment
title_sort moderating effect of coworker support on the relationship between hrm practices, organizational climate, leadership styles and organizational commitment
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2016
url https://etd.uum.edu.my/7223/1/s95542_01.pdf
https://etd.uum.edu.my/7223/2/s95542_02.pdf
_version_ 1747828176622452736
spelling my-uum-etd.72232021-04-05T01:41:35Z Moderating effect of coworker support on the relationship between HRM practices, organizational climate, leadership styles and organizational commitment 2016 Ahmad, Ashfaq Abdul Majid, Abdul Halim Mohd Zin, Md. Lazim Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study was conducted among the academic staff in public higher education sector in Khyber Pakhtunkhwa (KPK), Pakistan. The main objective of the study was to determine the effect of human resource management practices, organizational climate, and leadership styles on organizational commitment. A total of 354 academic staff from universities located in the KPK, Pakistan participated in the study. The results revealed statistically significant support for the relationship between training and development and organizational commitment; compensation and organizational commitment; organizational climate and organizational commitment; transformational leadership style and organizational commitment; transactional leadership style and organizational commitment. However, no statistically significant support was found for the relationship between performance appraisal and organizational commitment. Moreover, the results reported moderating effect of coworker support over the relationship between compensation and organizational commitment; organizational climate and organizational commitment; transformational leadership style and organizational commitment; and transactional leadership style and organizational commitment. On the contrary, the results could not find support for the moderating effect of coworker support on the relationship between training and development and organizational commitment; and between performance appraisal and organizational commitment. In general, the empirical relationships between HRM practices, organizational climate, leadership style, coworker support, and organizational commitment suggested that it would be beneficial to the management of public sector universities to enhance organizational commitment. Besides that, theoretical and practical implications are also discussed. 2016 Thesis https://etd.uum.edu.my/7223/ https://etd.uum.edu.my/7223/1/s95542_01.pdf text eng public https://etd.uum.edu.my/7223/2/s95542_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abbas, Q., & Yaqoob S. (2009). Effect of leadership development on employee erformance in Pakistan. Pakistan Economic and Social Review, 47(2), 269- 292. Abbey, A., & Dickson, J. W. (1983). 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