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Effect of Human Resource Management Practices on Mobilization Behavior Mediating Role of Procedural Justice |
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PP: 2877-2890 |
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doi:10.18576/isl/120836
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Author(s) |
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Rashed Alshareef,
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Abstract |
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| The goal of this research was to determine the effect of HRM practices and the mediating role of Procedural justice on the mobilization behaviors of employees in the manufacturing sector. This study considered HRM practices those linked to human resources development of skills, evaluation and feedback on performance and information sharing. The study has descriptive-quantitative nature, using a structured questionnaire with 29 questions, carried through a random sample of 100 organizational employees. This study applied descriptive statistics and SEM techniques for the analysis of causal relationships. The results revealed that the hypothesis concerning the direct influence of competence development practices was confirmed, however, feedback on performance and information sharing had a positive effect on the behaviors, Similarly, the perception of procedural justice as a mediator in the information sharing practice, assessment and feedback on performance and Information sharing revealed significant influence on behavior, it was fully confirmed. These results indicate that mobilizing HRM practices may stimulate the adoption of positive behaviors by the employees of organization, but, however, may not be sufficient to improve them, if not also implemented practices of justice in which employees could develop feelings of deep emotional links to the institution and, consequently, improve relationships, motivation and collective performance.
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