Bridging the Gap: Exploring the Impact of Human Capital Management on Employee Performance through Work Engagement

IF 3 Q2 MANAGEMENT

Administrative Sciences Pub Date : 2024-06-19 DOI:10.3390/admsci14060129

Njanjobea Isah Leontes, Crystal Hoole

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引用次数: 0

Abstract

The aim of this study was to suggest and test a research model that examines whether work engagement mediates the effect of human capital management practices (HCMPs) on employee performance. These relationships were assessed through the Smart PLS 4 (Partial Least Square) software using Partial Least Square-based Structural Equation Modelling (PLS-SEM). Data were elicited from full-time hotel employees and their managers in South Africa. Based on the PLS-SEM results, work engagement was identified as a mediator of the effects of HCMPs on employee performance. Specifically, HCMPs, manifested by training, career opportunities, and rewards, improve work engagement, triggering employee tasks, and adaptive and creative performance. Additionally, work engagement had a positive influence on task performance, adaptive performance, and contextual performance. This research contributes by empirically testing work engagement as a full mediator in the relationship between HCMPs and employee performance, offering insights into the crucial role of HCMPs in fostering employee engagement and performance within the hospitality industry. Implications of the results are discussed, and directions for future research are presented.

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缩小差距：探索人力资本管理通过工作参与对员工绩效的影响

本研究的目的是提出并测试一个研究模型，以检验工作投入是否能调节人力资本管理实践（HCMPs）对员工绩效的影响。这些关系是通过 Smart PLS 4（偏最小平方）软件使用偏最小平方结构方程模型（PLS-SEM）进行评估的。数据来自南非的全职酒店员工及其经理。根据 PLS-SEM 的结果，工作投入被认为是 HCMP 对员工绩效影响的中介。具体而言，由培训、职业机会和奖励所体现的 HCMPs 可以提高工作投入度、触发员工任务以及适应性和创造性绩效。此外，工作投入对任务绩效、适应性绩效和情境绩效也有积极影响。本研究通过实证检验工作投入作为 HCMP 与员工绩效之间关系的完全中介，为 HCMP 在促进酒店业员工投入和绩效方面的关键作用提供了见解。本文讨论了研究结果的意义，并提出了未来的研究方向。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Administrative Sciences MANAGEMENT-

CiteScore

4.80

自引率

10.00%

发文量

151

审稿时长

11 weeks