Ghaleb Alharbi ,
Mastura Jaafar ,
Nurul Sakina Mokhtar Azizi
(School of Housing, Building and Planning, Universiti Sains Malaysia, 11800 Penang, MALAYSIA).
Discipline: Management (HRM).
Keywords:Human resource management practices; Job performance; Organizational culture; Saudi Customs Authority
Job performance (JP) describes how employees perform their job tasks. It is a significant component in achieving productivity. Managers often adjust the leadership style to achieve the desired organizational goals. This could affect JP and, thus, understanding the correlation between Human resources management practices (HRMPs), JP, and organizational culture (OC) is essential. In this study, five main HRMPs were addressed as major variables, which affect employee performance. OC has been examined as the mediator to further explain the correlation between HRMPs and JP. The data were collected by using an online questionnaire survey, which included administrative employees and department heads at the Saudi Customs Authority. A descriptive, statistical analysis using PLS-SEM has been implemented to identify the selected HRMPs and assess the measurement model. The results contributed to formulating a robust theoretical foundation for a more comprehensive analysis of the association between HRMPs and JP to enhance the JP of employees, particularly the government employees of the Saudi Customs Authority. Moreover, the developed model substantiated that HRMPs were found to exert a significant, direct effect on OC, which is positively correlated with HRMPs and JP. The results also revealed a significant, indirect effect of HRMPs on JP through the mediating role of OC.
Paper ID: 13A10I
Cite this article:
Alharbi, G., Jaafar, M., and Azizi, N. S. M. (2022). The Impact of Human Resources Management Practices on Job Performance: The Mediating Effect of Organizational Culture. International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies, 13(10), 13A10I, 1-21. http://TUENGR.COM/V13/13A10I.pdf DOI: 10.14456/ITJEMAST.2022.198