ARTICLE

LINKING HUMAN RESOURCE PRACTICE WITH WORK HAPPINESS THROUGH EMPLOYEE RESILIENCE EVIDENCE FROM PAKISTAN

  1. HOME
  2. ARTICLE

10 Pages : 82-91

http://dx.doi.org/10.31703/grr.2019(IV-III).10      10.31703/grr.2019(IV-III).10      Published : Sep 2019

Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan

Abstract

    It is very important for the organization to keep its intellectual resources updated and ready for uncertain situations. This study aimed to explore the direct association between HR practices i.e. (job design, information flow, employee development, and employee benefits) and work happiness, and mediating role of employee resilience as well. The data were collected from 315 employees through self-administered questionnaires working in public and private sector banks of Lahore, Pakistan. The structural equation modeling analysis was employed for hypotheses testing. The result showed that HR Practices i.e. (job design, information flow, employee development, and employees benefits) were positively directly related to work happiness. HR practices also had indirect effect on work happiness through employee resilience. This study provided initial empirical evidence regarding the intervening effect of employee resilience among the association of HR practices and work happiness. The studys future directions and limitations are debated, further industry implications are also discussed.

    Employee development, Employee Benefits, Employee Resilience, Human Resource Practices, Information flow

    (1) Muhammad Ali
    Assistant Professor, Institute of Business Administration, University of the Punjab, Lahore, Punjab, Pakistan.
    (2) Muhammad Usman Ghani
    MPhil Scholar, Department of Management Sciences, Institute of Management Sciences, Lahore, Punjab, Pakistan.
    (3) Basharat Raza
    Lecturer, Department of Business Administration,National College of Business Administration and Economics, Lahore, Punjab, Pakistan.
Fulltext PDF

References

  • Abraham, S. (2015). Factors influencing workplace happiness among employees in software companies in Bangalore. International Journal of Research in Applied Management Science & Technology, 7 (2), 1-8.
  • Ali, M., Lodhi, S. A., Raza, B., & Ali, W. (2018). Examining the impact of managerial coaching on employee job performance: Mediating role of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. Pakistan Journal of Commerce & Social Sciences, 12(1), 253-282.
  • Anderson, J. C., & Gerbing, D. W. (1992). Assumptions and comparative strengths of the two-step approach comment on Fornell and Yi. Sociological Methods & Research, 20(3), 321-333.
  • Appelbaum, E., Bailey, T., Berg, P. B., Kalleberg, A. L., & Bailey, T. A. (2000). Manufacturing advantage: Why highperformance work systems pay off. Cornell University Press
  • Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677-693.
  • Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
  • Bardoel, E. A., Pettit, T. M., De Cieri, H., & McMillan, L. (2014). Employee resilience: an emerging challenge for HRM. Asia Pacific Journal of Human Resources, 52(3), 279-297.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
  • Bentler, P. M., & Chou, C. P. (1987). Practical issues in structural modeling. Sociological Methods & Research, 16(1), 78-117.
  • Bollen, K. A. (1989). Structural equations with latent variables. New York: John Wiley & Sons.
  • Bonanno, G. A. (2004). Loss, trauma, and human resilience: have we underestimated the human capacity to thrive after extremely aversive events? American Psychologist, 59(1), 20-28.
  • Bowles, D., & Cooper, C. (2012). The high engagement work culture: Balancing me and we. Palgrave Macmillan.
  • Branicki, L., Steyer, V., & Sullivan-Taylor, B. (2019). Why resilience managers aren't resilient, and what human resource management can do about it. The International Journal of Human Resource Management, 30(8), 1261-1286.
  • Browne, M. W., Cudeck, R., Bollen, K. A., & Long, J. S. (1993). Alternative ways of assessing model fit. Sage Focus Editions, 154, 136-136.
  • Cameron, K. S., & Caza, A. (2004). Contributions to the discipline of positive organizational scholarship. American Behavioral Scientist, 47(6), 731-739.
  • Chaiprasit, K., & Santidhiraku, O. (2011). Happiness at work of employees in small and medium-sized enterprises, Thailand. Procedia-Social and Behavioral Sciences, 25, 189-200.
  • Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233-255.
  • Chughtai, A. A., & Buckley, F. (2008). Work engagement and its relationship with state and trait trust: A conceptual analysis. Journal of Behavioral and Applied Management, 10(1), 47-71.
  • Diamantopoulos, A., & Siguaw, J. (2000). Introducing LISREL: A guide for the uninitiated. London: Sage.
  • Diener, E. (2000). Subjective well-being: The science of happiness and a proposal for a national index. American Psychologist, 55(1), 34-43.
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 39-50.
  • Hameed, A., & Waheed, A. (2011). Employee development and its effect on employee performance a conceptual framework. International Journal of Business and Social Science, 2(13), 224-229
  • Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2), 305-325.
  • Herzberg, F. (1976). The managerial choice. Homewood, IL: Dow Jones-Irwin
  • Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513- 524.
  • Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Science, 12(4), 435-449.
  • Huang, Q., Xing, Y., & Gamble, J. (2016). Job demands-resources: a gender perspective on employee well-being and resilience in retail stores in China. The International Journal of Human Resource Management, 1-19.
  • Iacobucci, D., Saldanha, N., & Deng, X. (2007). A meditation on mediation: Evidence that structural equations models perform better than regressions. Journal of Consumer Psychology, 17(2), 139-153.
  • Jacobs, R., & Washington, C. (2003). Employee development and organizational performance: A review of literature and directions for future research. Human Resource Development International, 6(3), 343-354.
  • Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of Business and Management, 5(2), 243-252.
  • Khan, Z., Rao-Nicholson, R., Akhtar, P., Tarba, S. Y., Ahammad, M. F., & Vorley, T. (2017). The role of HR practices in developing employee resilience: a case study from the Pakistani telecommunications sector. The International Journal of Human Resource Management, 1-28.
  • Kline, R. B. (2005). Principles and practice of structural equation modeling. New York: Guilford Press
  • Kossek, E. E., & Perrigino, M. B. (2016). Resilience: A review using a grounded integrated occupational approach. The Academy of Management Annals, 10(1), 729-797.
  • Lee, C. H., & Bruvold, N. T. (2003). Creating value for employees: investment in employee development. The International Journal of Human Resource Management, 14(6), 981-1000
  • Maenapothi, R. (2007). Happiness in the workplace indicator. (Master's Thesis), Human Resource Development, National Institute of Development Administration.
  • Prieto, I. M., & Pilar Pérez Santana, M. (2012). Building ambidexterity: The role of human resource practices in the performance of firms from Spain. Human Resource Management, 51(2), 189-211.
  • Raza, B., Ali, M., Ahmed, S., & Moueed, A. (2017). Impact of managerial coaching on employee performance and organizational citizenship behavior: Intervening role of thriving at work. Pakistan Journal of Commerce & Social Sciences, 11(3), 790-813.
  • Raza, B., Ali, M., Ahmed, S., & Ahmad, J. (2018). Impact of managerial coaching on organizational citizenship behavior: The mediation and moderation model. International Journal of Organizational Leadership, 7(1), 27-46.
  • Raza, B., Moueed, A., & Ali, M. (2018). Impact of managerial coaching on employee thriving at work: The moderating role of perception of organizational politics. Journal of Business Strategies, 12(1), 87-108.
  • Raza, B., Ali, M., Naseem, K., Moeed, A., Ahmed, J., & Hamid, M. (2018). Impact of trait mindfulness on job satisfaction and turnover intentions: Mediating role of work-family balance and moderating role of work-family conflict. Cogent Business & Management, 5(1), 1-20
  • Raza, B., Moueed, A., & Ali, M (2015). The impact of management support for human resource development on employee job satisfaction: A study of public sector colleges in Lahore. Science International, 27(5), 4689-4695.
  • Raza, B., Ahmed, A., Zubair, S., & Moeed, A.(2019). Linking workplace deviance and abusive supervision: Moderating role of positive psychological capital. International Journal of Organizational Leadership, 8(1), 95-111.
  • Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change. Academy of Management Journal, 55(3), 727-748.
  • Siddiqui,S.T. (2017). Can employee training and development increase organizational resilience against economic crises. International Journal of Managerial Studies and Research (IJMSR), 5(4), 78-82.
  • Stroh, L. K., & Caligiuri, P. M. (1998). Increasing global competitiveness through effective people management. Journal of World Business, 33(1), 1-16.
  • Sun, L. Y., & Pan, W. (2008). HR practices perceptions, emotional exhaustion, and work outcomes: A conservation‐of‐ resources theory in the Chinese context. Human Resource Development Quarterly, 19(1), 55-74
  • Tahir, N., Yousafzai, I., Jan, S. D., & Hashim, M. (2014). The impact of employee training and development on employee performance and productivity. International Journal of Academic Research in Business and Social Sciences, 86-98.
  • Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. Journal of Applied Psychology, 92(4), 1069-1083.
  • Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and wellbeing. Journal of Occupational Health Psychology, 18(2), 230-240.
  • Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organizational performance and individual well-being: Exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), 2657-2669.
  • Umoh, G. I., Amah, E., & Wokocha, H. I. (2014). Management development and organizational resilience: A case study of some selected manufacturing firms in Rivers State, Nigeria. IOSR Journal of Business and Management (IOSRJBM), 16(2), 7-16.
  • Vogus, T. J., & Sutcliffe, K. M. (2007, October). Organizational resilience: Towards a theory and research agenda. In Systems, Man and Cybernetics, 2007. ISIC. IEEE International Conference (pp. 3418-3422). IEEE.
  • Warr, P. (2007). Work, happiness, and unhappiness. Mahwah, NJ: Lawrence Erlbaum Associates, Inc
  • Wesarat, P. O., Sharif, M. Y., & Majid, A. H. A. (2015). A conceptual framework of happiness at the workplace. Asian Social Science, 11(2), 78-88.
  • Winwood, P. C., Colon, R., & McEwen, K. (2013). A practical measure of workplace resilience: Developing the resilience at work scale. Journal of Occupational and Environmental Medicine, 55(10), 1205-1212.
  • Xu, Y. (2007). Impact of store environment on adult generation Y consumers' impulse buying. Journal of Shopping Center Research, 14(1), 39-56.
  • Youssef, C. M., & Luthans, F. (2009). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774-800
  • Zareen, M., Razzaq, K., & Mujtaba, B. G. (2013). Job design and employee performance: The moderating role of employee psychological perception. European Journal of Business and Management, 5(5), 46-55.

Cite this article

APA

    APA : Ali, M., Ghani, M. U., & Raza, B. (2019). Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan. Global Regional Review, IV(III), 82-91. https://doi.org/10.31703/grr.2019(IV-III).10

CHICAGO

    CHICAGO : Ali, Muhammad, Muhammad Usman Ghani, and Basharat Raza. 2019. "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan." Global Regional Review, IV (III): 82-91 doi: 10.31703/grr.2019(IV-III).10

HARVARD

    HARVARD : ALI, M., GHANI, M. U. & RAZA, B. 2019. Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan. Global Regional Review, IV, 82-91.

MHRA

    MHRA : Ali, Muhammad, Muhammad Usman Ghani, and Basharat Raza. 2019. "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan." Global Regional Review, IV: 82-91

MLA

    MLA : Ali, Muhammad, Muhammad Usman Ghani, and Basharat Raza. "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan." Global Regional Review, IV.III (2019): 82-91 Print.

OXFORD

    OXFORD : Ali, Muhammad, Ghani, Muhammad Usman, and Raza, Basharat (2019), "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan", Global Regional Review, IV (III), 82-91

TURABIAN

    TURABIAN : Ali, Muhammad, Muhammad Usman Ghani, and Basharat Raza. "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan." Global Regional Review IV, no. III (2019): 82-91. https://doi.org/10.31703/grr.2019(IV-III).10