An Explanatory Model for Individual Performance Based on a Commitment Human Resource Approach (in Persian)

Valiollah Mirzaei alamooty (), Mohammad Ataei () and Zohreh Moghaddas ()
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Valiollah Mirzaei alamooty: Human Resources Management, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
Mohammad Ataei: Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin Iran
Zohreh Moghaddas: Assistant Professor, Department of Math, Qazvin Branch, Islamic Azad University, Qazvin, Iran.

Management and Development Process Quarterly (٠صلنامه ٠رایند مدیریت و توسعه), 2020, vol. 33, issue 1, 3-26

Abstract: Enhancing employee performance is of great concern among state organizations. The purpose of this article is to study the impact of perceived committed HRM on individual performance with the mediating roles of job stress and job commitment and the moderating roles of job skills and perceived supervisor support among the employees of the Education Department of Qazvin Province. Based on Morgan’s Table, 260 subjects comprised the statistical sample. It was a survey study and questionnaires were applied to gather data. Data analysis was performed through structural equation modeling based on variance analysis. Findings indicate that there is direct relation between committed HRM and employee performance; the mediating role of job commitment between perceived committed HRM and employee performance is positive and significant, but work stress plays no mediating role between these latter variables. Moreover, regarding the amount of the statistic “t”, the moderating role of perceived supervisor support between perceived committed HRM and work stress is positive and significant; however, job skills play no moderating role between perceived committed HRM and job commitment.

Keywords: Perceived Committed HRM; Work Stress; Job Commitment; Job Skills; Perceived Supervisor Support. (search for similar items in EconPapers)
Date: 2020
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