Zobrazit v EDS

Exploring perceived motivation-enhancing HR practices and employee–supervisor relationship quality on affective commitment in public hospitals: a multi-level perspective: a multi-level perspective

Uloženo v:
Podrobná bibliografie
Název: Exploring perceived motivation-enhancing HR practices and employee–supervisor relationship quality on affective commitment in public hospitals: a multi-level perspective: a multi-level perspective
Autoři: Suhail, Aneeqa, Kilroy, Steven, van Beurden, Jeske, Steen, Trui
Zdroj: Journal of Organizational Effectiveness: People and Performance. 12:137-155
Informace o vydavateli: Emerald, 2025.
Rok vydání: 2025
Témata: ORGANIZATIONAL COMMITMENT, OUTCOMES, PERCEPTIONS, Motivation-enhancing HR practices, Social Sciences, Affective commitment, JOB-SATISFACTION, Management, PERFORMANCE WORK PRACTICES, Multi-level perspective, HUMAN-RESOURCE PRACTICES, SYSTEMS, Business & Economics, MANAGEMENT, LEADERSHIP, 3507 Strategy, management and organisational behaviour, Employee-supervisor relationship quality, ATTITUDES, 3505 Human resources and industrial relations
Popis: Purpose This study aims to examine the impact of supervisors’ perceptions of motivation-enhancing HR practices and the employee–supervisor relationship quality, on employees’ affective commitment through the mediating role of employees’ perceptions of motivation-enhancing HR practices. Moreover, the study investigates whether the employee–supervisor relationship quality moderates the relationship between supervisors’ and employees’ perceptions of motivation-enhancing HR practices. Design/methodology/approach The study draws on survey data from 542 employees and 38 supervisors in two large teaching tertiary public hospitals in Pakistan. Multilevel analysis in Mplus was carried out to test the hypothesized model. Findings Employee perceptions of motivation-enhancing HR practices mediate the relationship between supervisor perceptions of these practices and affective commitment and also between the employee-supervisor relationship quality and affective commitment. The moderating role of the employee–supervisor relationship quality was not supported. Practical implications This study suggests that to enhance employee affective commitment, the organization has two key priority areas of relevance: the organization can (1) invest in motivation-enhancing HR practices such as appraisal, promotion and compensation and (2) foster a positive employee-supervisor relationship. Both of these strategies influence the outcome of affective commitment through their role in stimulating positive employees’ perceptions of these motivation-enhancing HR practices. Originality/value The present study enriches our understanding of the antecedents (and their boundary conditions) of employee perceptions of HR practices.
Druh dokumentu: Article
Jazyk: English
ISSN: 2051-6622
2051-6614
DOI: 10.1108/joepp-07-2024-0333
Rights: CC BY
Přístupové číslo: edsair.doi.dedup.....d865d1bdff3e8057461b26442e953ab2
Databáze: OpenAIRE
Popis
Abstrakt:Purpose This study aims to examine the impact of supervisors’ perceptions of motivation-enhancing HR practices and the employee–supervisor relationship quality, on employees’ affective commitment through the mediating role of employees’ perceptions of motivation-enhancing HR practices. Moreover, the study investigates whether the employee–supervisor relationship quality moderates the relationship between supervisors’ and employees’ perceptions of motivation-enhancing HR practices. Design/methodology/approach The study draws on survey data from 542 employees and 38 supervisors in two large teaching tertiary public hospitals in Pakistan. Multilevel analysis in Mplus was carried out to test the hypothesized model. Findings Employee perceptions of motivation-enhancing HR practices mediate the relationship between supervisor perceptions of these practices and affective commitment and also between the employee-supervisor relationship quality and affective commitment. The moderating role of the employee–supervisor relationship quality was not supported. Practical implications This study suggests that to enhance employee affective commitment, the organization has two key priority areas of relevance: the organization can (1) invest in motivation-enhancing HR practices such as appraisal, promotion and compensation and (2) foster a positive employee-supervisor relationship. Both of these strategies influence the outcome of affective commitment through their role in stimulating positive employees’ perceptions of these motivation-enhancing HR practices. Originality/value The present study enriches our understanding of the antecedents (and their boundary conditions) of employee perceptions of HR practices.
ISSN:20516622
20516614
DOI:10.1108/joepp-07-2024-0333