Maximizing job performance through HRD mechanisms: An empirical investigation of the mediating role of multidimensional capital using PLS-SEM analysis
Keywords:
HRD Mechanism, Human capital, Social capital, Psychological capital, Job performance, Healthcare professionals, Healthcare settings, PLS-SEM analysis.
Abstract
The primary objective of this study was to investigate the effect of HRD mechanisms on human capital (HC), social capital (SC), and psychological capital (PsyC), and their ultimate impact on job performance (JP). The study collected 201 fully completed questionnaires from nurses, pharmacists, dentists, physicians, and psychologists out of 330 healthcare professionals. The survey questionnaire was used to assess the impact of HRD mechanisms on the three capitals, which are human, psychological, and social, and their effect on job performance. The Smart PLS-SEM software was employed to test the research hypotheses and fit the conceptual model of the research. The results revealed that the dimensions of HRD mechanisms have a significant and positive impact on job performance, and human capital, social capital, and psychological capital have an influential mediating role. The findings can assist healthcare settings in enhancing job performance by focusing on the indicators highlighted in the study. This paper provides empirical evidence supporting the theory of HRD mechanism and its impact on psychological, human, and social capital, ultimately leading to enhanced job performance in the healthcare industry. The study presents a comprehensive comparison lens to examine the relative contribution of HRD mechanisms and the three capitals to healthcare professionals' job performance. This comparison helps to define the roles of each of the capitals in healthcare sectors and advances the development of theories concerning the significant relationship between HRD mechanisms and the three capitals leading to job performance.
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References
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Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285. https://doi.org/10.1037/ocp0000056
Bontis, N., & Fitz‐enz, J. (2002), "Intellectual capital ROI: a causal map of human capital antecedents and consequents", Journal of Intellectual Capital, 3(3), 223-247. https://doi.org/10.1108/14691930210435589
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Katou, A.A. (2009). The impact of human resource development on organisational performance: Test of a causal model. Journal of Behavioral and Applied Management, 10(3), 335-356. https://doi.org/10.21818/001c.17264
Kenedi, J., Satriawan, B., & Khaddafi, M. (2022). The Effect Of Organizational Culture On Employee Performance. International Journal of Educational Review, Law And Social Sciences (IJERLAS), 2(6), 817-826. https://doi.org/10.54443/ijerlas.v2i6.443
Kim, T.T., Karatepe, O.M., Lee, G., Lee, S., Hur, K., & Xijing, C. (2017). Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes. International Journal of Contemporary Hospitality Management. http://dx.doi.org/10.1108/IJCHM-04-2016-0224
Kuchinke, K.P. (2014). Perspectives on the concept of development for HRD. Handbook of human resource development, 112-124. https://doi.org/10.1002/9781118839881.ch7
Luthans, F., Avolio, B., Avey, J., & Norman, S. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x
Mackey, A., & Barney, J.B. (2019). Towards a human-capital resource-based theory of the firm. In Handbook of Research on Strategic Human Capital Resources (pp. 307-313). Edward Elgar Publishing. https://doi.org/10.4337/9781788116695.00031
Marchante, A.J., & Ortega, B. (2012). Human capital and labor productivity: A study for the hotel industry. Cornell Hospitality Quarterly, 53(1), 20-30. https://doi.org/10.1177/1938965511427698
Muduli, A., Abichandani, Y., Bhaduri, R.M., & Chaudhuri, S. (2019). Changing perceptions of HRD in India. Human Resource Development International, pp.1-13. https://doi.org/10.1080/13678868.2019.1664179
Nadarajah, S., Kadiresan, V., Kumar, R., Kamil, N.N.A. & Yusoff, Y.M. (2012). The relationship of HR practices and job performance of academicians towards career development in Malaysian private higher institutions. Procedia-Social and Behavioral Sciences, 57, 102-118. https://doi.org/10.1016/j.sbspro.2012.09.1163
Nolan, C.T., & Garavan, T.N. (2016). Human resource development in SMEs: A systematic review of the literature. International Journal of Management Reviews, 18(1), 85-107. https://doi.org/10.1111/ijmr.12062
Oh, J., Jeong, S., Yoon, S.W., & Cho, D. (2022). The link between HRD professionals’ social capital and career adaptability: a moderated mediation analysis of social network. European Journal of Training and Development. http://dx.doi.org/10.1108/EJTD-09-2021-0134
Otoo, F.N.K., & Mishra, M., (2018). Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises. European Journal of Training and Development. https://doi.org/10.1108/EJTD-07-2017-0061
Ozyilmaz, A. (2020). Hope and human capital enhance job engagement to improve workplace outcomes. Journal of Occupational and Organizational Psychology, 93(1), 187-214. https://doi.org/10.1111/joop.12289
Park, J.G., Kim, J.S., Yoon, S.W., & Joo, B.K. (2017). The effects of empowering leadership on psychological well-being and job engagement: The mediating role of psychological capital. Leadership & Organization Development Journal. https://doi.org/10.1108/EJTD-02-2022-0016
Park, S., Jeong, S., & Chai, D.S. (2021). Remote e-workers’ psychological well-being and career development in the era of COVID-19: challenges, success factors, and the roles of HRD professionals. Advances in Developing Human Resources, 23(3), 222-236. https://doi.org/10.1177/15234223211017849
Polyhart, R. E., Shepherd, W. J., & Strizver, S. D. (2021). The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure. Journal of Applied Psychology, 106(4), 518–529. https://doi.org/10.1037/apl0000917
Reio Jr, T.G., & Batista, L.C. (2014). Psychological foundations of HRD. Handbook of human resource development, 1-20. https://doi.org/10.1002/9781118839881.fmatter
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Sinha, R. (2020). Career development: An enabler for job satisfaction. In Career development and job satisfaction. IntechOpen, pp. 7. http://dx.doi.org/10.5772/intechopen.91683
Song, Y. (2022). Discussion on the construction and application of performance appraisal in human resource management under the background of big data. Int. J. Front. Sociol, 4, pp.21-27. http://dx.doi.org/10.25236/IJFS.2022.040105
Soo, C., Tian, A.W., Teo, S.T., & Cordery, J. (2017). Intellectual capital–enhancing HR, absorptive capacity, and innovation. Human resource management, 56(3), 431-454. https://doi.org/10.1002/hrm.21783
Swanson, R.A. (2022). Foundations of human resource development. Berrett-Koehler Publishers. Retrieved from https://bkconnection.com
Taherdoost, H. (2016). Validity and reliability of the research instrument; how to test the validation of a questionnaire/survey in a research. How to test the validation of a questionnaire/survey in research (August 10, 2016). http://dx.doi.org/10.2139/ssrn.3205040
Torraco, R.J., & Lundgren, H. (2020). What HRD is doing—What HRD should be doing: The case for transforming HRD. Human Resource Development Review, 19(1), pp.39-65. https://doi.org/10.1177/1534484319877058
Tran, D.T., Lee, L.Y., Nguyen, P.T., & Srisittiratkl, W. (2020). How leader characteristics and leader member exchange lead to social capital and job performance. The Journal of Asian Finance, Economics and Business, 7(1), 269-278. https://doi.org/10.13106/jafeb.2020.vol7.no1.269
Wen, J., Huang, S.S., & Hou, P. (2019). Emotional intelligence, emotional labor, perceived organizational support, and job satisfaction: A moderated mediation model. International Journal of Hospitality Management, 81, 120-130. https://doi.org/10.1016/j.ijhm.2019.01.009
Wilton, N. (2019). An introduction to human resource management. Sage Publications Ltd., 1-632. https://openstax.org/books/principles-management/pages/1-introduction
Yang, C.C., & Lin, C.Y.Y. (2009). Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan. The International Journal of Human Resource Management, 20(9), 1965-1984. https://doi.org/10.1080/09585190903142415
Yu, C., Jia, N., Li, W., & Wu, R. (2022). Digital inclusive finance and rural consumption structure–evidence from Peking University digital inclusive financial index and China household finance survey. China Agricultural Economic Review, 14(1), pp.165-183. http://dx.doi.org/10.1108/CAER-10-2020-0255
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey W.H., & Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance. https://doi.org/10.1108/JOEPP-08-2014-0042
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management. https://doi.org/10.1108/IJPPM-01-2013-0008
Avey, J.B., Reichard, R.J., Luthans, F., & Mhatre, K.H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), pp.127-152. https://doi.org/10.1002/hrdq.20070
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285. https://doi.org/10.1037/ocp0000056
Bontis, N., & Fitz‐enz, J. (2002), "Intellectual capital ROI: a causal map of human capital antecedents and consequents", Journal of Intellectual Capital, 3(3), 223-247. https://doi.org/10.1108/14691930210435589
Carnevale, J.B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of business research, 116, 183-187. https://doi.org/10.1016/j.jbusres.2020.05.037
Chowdhury, S., Schulz, E., Milner, M., & Van De Voort, D. (2014). Core employee based human capital and revenue productivity in small firms: An empirical investigation. Journal of Business Research, 67(11), 2473-2479. https://doi.org/10.1016/j.jbusres.2014.03.007
Dagar, A. (2014). Review of performance appraisal techniques. International Research Journal of Commerce Arts and Science, 5(10), 16 https://doi.org/10.32804/CASIRJ
Dangol, P. (2021). Role of performance appraisal system and its impact on employees motivation. Quantitative Economics and Management Studies, 2(1), 13-26. https://doi.org/10.35877/454RI.qems119
Dobrowolski, Z., Drozdowski, G., Panait, M., & Babczuk, A. (2022). Can the economic value added Be used as the universal financial metric?. Sustainability, 14(5), 2967. https://doi.org/10.3390/su14052967
Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information & Decision Sciences, 22(2). http://dx.doi.org/10.21511/ppm.21(1).2023.02
Fornell, C., & Larcker, D.F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18, 39-50. https://doi.org/10.1177/002224378101800104
Ganguly, A., Talukdar, A., & Chatterjee, D. (2019). Evaluating the role of social capital, tacit knowledge sharing, knowledge quality and reciprocity in determining innovation capability of an organization. Journal of knowledge management. https://doi.org/10.1108/JKM-03-2018-0190
Hair, J. F. (2011). Multivariate data analysis: A global perspective (7th ed.). Pearson Education.
Henseler, J., Ringle, C.M., & Sarstedt, M. (2015). A New Criterion for Assessing Discriminant Validity in Variance-Based Structural Equation Modeling. Journal of the Academy of Marketing Science, 43, 115-135. https://doi.org/10.1007/s11747-014-0403-8
Hindasah, L., & Nuryakin, N. (2020). The relationship between organizational capability, organizational learning and financial performance. The Journal of Asian Finance, Economics and Business, 7(8), 625-633. https://doi.org/10.13106/jafeb.2020.vol7.no8.625
Huang, S.S., Yu, Z., Shao, Y., Yu, M., & Li, Z. (2020). Relative effects of human capital, social capital and psychological capital on hotel employees’ job performance. International Journal of Contemporary Hospitality Management. https://doi.org/10.1108/IJCHM-07-2020-0650
Ivanovic, T., & Ivancevic, S. (2022). Human resource management. In Encyclopedia of Tourism Management and Marketing (pp. 621-624). Edward Elgar Publishing. Retrieved from https://www.e-elgar.com
Jerin, V.A. (2021). Potential Appraisal and Development in Human Resource Development (HRD): A Review. Asian Journal of Agricultural Extension, Economics & Sociology, 39(2), 111-117. http://dx.doi.org/10.9734/ajaees/2021/v39i230536
Katou, A.A. (2009). The impact of human resource development on organisational performance: Test of a causal model. Journal of Behavioral and Applied Management, 10(3), 335-356. https://doi.org/10.21818/001c.17264
Kenedi, J., Satriawan, B., & Khaddafi, M. (2022). The Effect Of Organizational Culture On Employee Performance. International Journal of Educational Review, Law And Social Sciences (IJERLAS), 2(6), 817-826. https://doi.org/10.54443/ijerlas.v2i6.443
Kim, T.T., Karatepe, O.M., Lee, G., Lee, S., Hur, K., & Xijing, C. (2017). Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes. International Journal of Contemporary Hospitality Management. http://dx.doi.org/10.1108/IJCHM-04-2016-0224
Kuchinke, K.P. (2014). Perspectives on the concept of development for HRD. Handbook of human resource development, 112-124. https://doi.org/10.1002/9781118839881.ch7
Luthans, F., Avolio, B., Avey, J., & Norman, S. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x
Mackey, A., & Barney, J.B. (2019). Towards a human-capital resource-based theory of the firm. In Handbook of Research on Strategic Human Capital Resources (pp. 307-313). Edward Elgar Publishing. https://doi.org/10.4337/9781788116695.00031
Marchante, A.J., & Ortega, B. (2012). Human capital and labor productivity: A study for the hotel industry. Cornell Hospitality Quarterly, 53(1), 20-30. https://doi.org/10.1177/1938965511427698
Muduli, A., Abichandani, Y., Bhaduri, R.M., & Chaudhuri, S. (2019). Changing perceptions of HRD in India. Human Resource Development International, pp.1-13. https://doi.org/10.1080/13678868.2019.1664179
Nadarajah, S., Kadiresan, V., Kumar, R., Kamil, N.N.A. & Yusoff, Y.M. (2012). The relationship of HR practices and job performance of academicians towards career development in Malaysian private higher institutions. Procedia-Social and Behavioral Sciences, 57, 102-118. https://doi.org/10.1016/j.sbspro.2012.09.1163
Nolan, C.T., & Garavan, T.N. (2016). Human resource development in SMEs: A systematic review of the literature. International Journal of Management Reviews, 18(1), 85-107. https://doi.org/10.1111/ijmr.12062
Oh, J., Jeong, S., Yoon, S.W., & Cho, D. (2022). The link between HRD professionals’ social capital and career adaptability: a moderated mediation analysis of social network. European Journal of Training and Development. http://dx.doi.org/10.1108/EJTD-09-2021-0134
Otoo, F.N.K., & Mishra, M., (2018). Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises. European Journal of Training and Development. https://doi.org/10.1108/EJTD-07-2017-0061
Ozyilmaz, A. (2020). Hope and human capital enhance job engagement to improve workplace outcomes. Journal of Occupational and Organizational Psychology, 93(1), 187-214. https://doi.org/10.1111/joop.12289
Park, J.G., Kim, J.S., Yoon, S.W., & Joo, B.K. (2017). The effects of empowering leadership on psychological well-being and job engagement: The mediating role of psychological capital. Leadership & Organization Development Journal. https://doi.org/10.1108/EJTD-02-2022-0016
Park, S., Jeong, S., & Chai, D.S. (2021). Remote e-workers’ psychological well-being and career development in the era of COVID-19: challenges, success factors, and the roles of HRD professionals. Advances in Developing Human Resources, 23(3), 222-236. https://doi.org/10.1177/15234223211017849
Polyhart, R. E., Shepherd, W. J., & Strizver, S. D. (2021). The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure. Journal of Applied Psychology, 106(4), 518–529. https://doi.org/10.1037/apl0000917
Reio Jr, T.G., & Batista, L.C. (2014). Psychological foundations of HRD. Handbook of human resource development, 1-20. https://doi.org/10.1002/9781118839881.fmatter
Shuck, B., McDonald, K., Rocco, T.S., Byrd, M. & Dawes, E. (2018). Human resources development and career development: Where are we, and where do we need to go. New Horizons in Adult Education and Human Resource Development, 30(1), pp.3-18. https://doi.org/10.1002/nha3.20205
Sinha, R. (2020). Career development: An enabler for job satisfaction. In Career development and job satisfaction. IntechOpen, pp. 7. http://dx.doi.org/10.5772/intechopen.91683
Song, Y. (2022). Discussion on the construction and application of performance appraisal in human resource management under the background of big data. Int. J. Front. Sociol, 4, pp.21-27. http://dx.doi.org/10.25236/IJFS.2022.040105
Soo, C., Tian, A.W., Teo, S.T., & Cordery, J. (2017). Intellectual capital–enhancing HR, absorptive capacity, and innovation. Human resource management, 56(3), 431-454. https://doi.org/10.1002/hrm.21783
Swanson, R.A. (2022). Foundations of human resource development. Berrett-Koehler Publishers. Retrieved from https://bkconnection.com
Taherdoost, H. (2016). Validity and reliability of the research instrument; how to test the validation of a questionnaire/survey in a research. How to test the validation of a questionnaire/survey in research (August 10, 2016). http://dx.doi.org/10.2139/ssrn.3205040
Torraco, R.J., & Lundgren, H. (2020). What HRD is doing—What HRD should be doing: The case for transforming HRD. Human Resource Development Review, 19(1), pp.39-65. https://doi.org/10.1177/1534484319877058
Tran, D.T., Lee, L.Y., Nguyen, P.T., & Srisittiratkl, W. (2020). How leader characteristics and leader member exchange lead to social capital and job performance. The Journal of Asian Finance, Economics and Business, 7(1), 269-278. https://doi.org/10.13106/jafeb.2020.vol7.no1.269
Wen, J., Huang, S.S., & Hou, P. (2019). Emotional intelligence, emotional labor, perceived organizational support, and job satisfaction: A moderated mediation model. International Journal of Hospitality Management, 81, 120-130. https://doi.org/10.1016/j.ijhm.2019.01.009
Wilton, N. (2019). An introduction to human resource management. Sage Publications Ltd., 1-632. https://openstax.org/books/principles-management/pages/1-introduction
Yang, C.C., & Lin, C.Y.Y. (2009). Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan. The International Journal of Human Resource Management, 20(9), 1965-1984. https://doi.org/10.1080/09585190903142415
Yu, C., Jia, N., Li, W., & Wu, R. (2022). Digital inclusive finance and rural consumption structure–evidence from Peking University digital inclusive financial index and China household finance survey. China Agricultural Economic Review, 14(1), pp.165-183. http://dx.doi.org/10.1108/CAER-10-2020-0255
Published
2023-06-30
How to Cite
Parveen, M., & Alahmadi, S. H. (2023). Maximizing job performance through HRD mechanisms: An empirical investigation of the mediating role of multidimensional capital using PLS-SEM analysis. Amazonia Investiga, 12(65), 196-211. https://doi.org/10.34069/AI/2023.65.05.19
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