FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W4383906921> ?p ?o ?g. }

• W4383906921 endingPage "151" @default.
• W4383906921 startingPage "116" @default.
• W4383906921 abstract "The significance of Human Resource (HR) practices in enlightening employee attitudes, such as work satisfaction, organizational commitment and job engagement, have been widely researched in the industrial and organizational psychology literature. However, the research has not uncovered contradicting findings about the connections between employee positive and negative behavioural outcomes in the case of organizational change. This research analyzes the impact of human resources management on employee’s behavioural outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors). It is widely acknowledged that the influence of HRM practices may produce a comparative advantage in the performance of organizations with the well-being of the employees. To find the relationship between the variables, the study incorporates descriptive research methodologies and quantitative analysis of a valid questionnaire is performed utilizing stratified and simple, random samples by HR managers and employees. For data interpretation, a questionnaire of self-administered data was collected from a sample of 300 in Saudi Arabia. Employee behavioural outcomes of HRM practices have a significant and positive relationship between Organizational Commitment, Job Performance, Absenteeism, and Employee Productivity. A negative direct relationship is found between employees’ negative behaviour regarding the use of workplace bullying and employee turnover. The instrument’s internal reliability was established to be 0.793. Followed by inferential evaluations, a significance-level T-Test assessment for the benefit of the manufacturing sector evaluates the Hypothesis Test for HRM practice. The study has some limitations. Although data were collected from various sectors in Saudi Arabia, the findings of the study have limited generalizability. Future studies could extend the analysis to include other workplaces. This is the study of the factors affecting the organizational change of employees’ positive and negative behaviour outcomes which impact organisational growth and employee wellbeing. This study will contribute to the development of the Saudi Arabian power generation, telecommunications, natural gas exploration, and petrochemical sectors sector, which may lead to maintaining this sector work effectively that will have a positive impact on the economy of Saudi society." @default.
• W4383906921 created "2023-07-12" @default.
• W4383906921 creator A5081136710 @default.
• W4383906921 date "2023-07-11" @default.
• W4383906921 modified "2023-10-06" @default.
• W4383906921 title "Impact of Human Resource Management Practice and Employees’ Behavioural Outcomes in the Saudi Arabian Manufacturing Sector" @default.
• W4383906921 cites W1831889116 @default.
• W4383906921 cites W2110124585 @default.
• W4383906921 cites W2134356406 @default.
• W4383906921 cites W2198056102 @default.
• W4383906921 cites W2516140048 @default.
• W4383906921 cites W2552022986 @default.
• W4383906921 cites W2614538198 @default.
• W4383906921 cites W2619186094 @default.
• W4383906921 cites W2782021793 @default.
• W4383906921 cites W2799350964 @default.
• W4383906921 cites W2904972703 @default.
• W4383906921 cites W2939969755 @default.
• W4383906921 cites W2945311950 @default.
• W4383906921 cites W2953694033 @default.
• W4383906921 cites W2977459645 @default.
• W4383906921 cites W2978720088 @default.
• W4383906921 cites W3004171534 @default.
• W4383906921 cites W3014149600 @default.
• W4383906921 cites W3037204906 @default.
• W4383906921 cites W3082673182 @default.
• W4383906921 cites W3090431450 @default.
• W4383906921 cites W3097536696 @default.
• W4383906921 cites W3129343489 @default.
• W4383906921 cites W3170812937 @default.
• W4383906921 cites W4211218602 @default.
• W4383906921 cites W4213091097 @default.
• W4383906921 cites W4213237465 @default.
• W4383906921 cites W4241144713 @default.
• W4383906921 cites W4250376500 @default.
• W4383906921 cites W4282024861 @default.
• W4383906921 doi "https://doi.org/10.37394/232022.2023.3.10" @default.
• W4383906921 hasPublicationYear "2023" @default.
• W4383906921 type Work @default.
• W4383906921 citedByCount "0" @default.
• W4383906921 crossrefType "journal-article" @default.
• W4383906921 hasAuthorship W4383906921A5081136710 @default.
• W4383906921 hasBestOaLocation W43839069211 @default.
• W4383906921 hasConcept C105795698 @default.
• W4383906921 hasConcept C107645774 @default.
• W4383906921 hasConcept C139719470 @default.
• W4383906921 hasConcept C144133560 @default.
• W4383906921 hasConcept C15744967 @default.
• W4383906921 hasConcept C162324750 @default.
• W4383906921 hasConcept C162853370 @default.
• W4383906921 hasConcept C165672731 @default.
• W4383906921 hasConcept C17744445 @default.
• W4383906921 hasConcept C182021174 @default.
• W4383906921 hasConcept C187736073 @default.
• W4383906921 hasConcept C202372285 @default.
• W4383906921 hasConcept C204983608 @default.
• W4383906921 hasConcept C26077564 @default.
• W4383906921 hasConcept C2718322 @default.
• W4383906921 hasConcept C27400517 @default.
• W4383906921 hasConcept C33923547 @default.
• W4383906921 hasConcept C39549134 @default.
• W4383906921 hasConcept C39896193 @default.
• W4383906921 hasConcept C77805123 @default.
• W4383906921 hasConcept C83030740 @default.
• W4383906921 hasConcept C99753626 @default.
• W4383906921 hasConceptScore W4383906921C105795698 @default.
• W4383906921 hasConceptScore W4383906921C107645774 @default.
• W4383906921 hasConceptScore W4383906921C139719470 @default.
• W4383906921 hasConceptScore W4383906921C144133560 @default.
• W4383906921 hasConceptScore W4383906921C15744967 @default.
• W4383906921 hasConceptScore W4383906921C162324750 @default.
• W4383906921 hasConceptScore W4383906921C162853370 @default.
• W4383906921 hasConceptScore W4383906921C165672731 @default.
• W4383906921 hasConceptScore W4383906921C17744445 @default.
• W4383906921 hasConceptScore W4383906921C182021174 @default.
• W4383906921 hasConceptScore W4383906921C187736073 @default.
• W4383906921 hasConceptScore W4383906921C202372285 @default.
• W4383906921 hasConceptScore W4383906921C204983608 @default.
• W4383906921 hasConceptScore W4383906921C26077564 @default.
• W4383906921 hasConceptScore W4383906921C2718322 @default.
• W4383906921 hasConceptScore W4383906921C27400517 @default.
• W4383906921 hasConceptScore W4383906921C33923547 @default.
• W4383906921 hasConceptScore W4383906921C39549134 @default.
• W4383906921 hasConceptScore W4383906921C39896193 @default.
• W4383906921 hasConceptScore W4383906921C77805123 @default.
• W4383906921 hasConceptScore W4383906921C83030740 @default.
• W4383906921 hasConceptScore W4383906921C99753626 @default.
• W4383906921 hasLocation W43839069211 @default.
• W4383906921 hasOpenAccess W4383906921 @default.
• W4383906921 hasPrimaryLocation W43839069211 @default.
• W4383906921 hasRelatedWork W2087544616 @default.
• W4383906921 hasRelatedWork W2182569204 @default.
• W4383906921 hasRelatedWork W2794645971 @default.
• W4383906921 hasRelatedWork W3081999479 @default.
• W4383906921 hasRelatedWork W3157152278 @default.
• W4383906921 hasRelatedWork W4213218030 @default.
• W4383906921 hasRelatedWork W4288082779 @default.
• W4383906921 hasRelatedWork W4323310078 @default.

• next