The Relationship Between Transformational Leadership and Organisational Learning Capability with the Mediating Role of Perceived Human Resource Effectiveness

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2021-03-31 DOI:10.1177/2322093721997197

Shiza Kazmi, Fizza Kanwal, Kashif Rathore, Kiran Faheem, A. Fatima

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引用次数: 6

Abstract

The study investigates the relationship between transformational leadership (TL) and organisational learning capability (OLC) and explores the mediating role of human resource (HR) effectiveness. A quantitative survey method was used to gather data from the software industry in Pakistan through a self-administered questionnaire (N = 504). Both exploratory and confirmatory factor analyses were conducted to check the reliability and validity of the research instrument. In addition, structural equation modelling (SEM) was used to test the proposed hypotheses. Research findings have demonstrated that TL positively affects OLC in software companies. Moreover, perceived HR effectiveness mediates the relationship between TL and OLC. Current research has several theoretical and practical implications as it extends the ability-motivation-opportunity (AMO) theory by considering perceived HR effectiveness as an important facilitator of a firm’s learning capability. This study provides valuable insights for organisational leaders to ensure HR effectiveness in terms of HR practices including recruitment, training and compensation for the development of learning capabilities. It also recommends managers to adopt TL for utilising HR effectiveness in order to improve learning at an organisational level.

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变革型领导与组织学习能力的关系及感知人力资源效能的中介作用

本研究考察了变革型领导(TL)与组织学习能力(OLC)之间的关系，并探讨了人力资源效率(HR)的中介作用。本研究采用定量调查方法，通过自行填写的问卷(N = 504)收集巴基斯坦软件行业的数据。进行了探索性和验证性因素分析，以检验研究工具的信度和效度。此外，利用结构方程模型(SEM)对提出的假设进行了检验。研究结果表明，在软件公司中，TL正影响着OLC。此外，感知人力资源效能在学习效率与学习效率之间起中介作用。当前的研究将人力资源感知有效性视为企业学习能力的重要促进因素，从而拓展了能力-动机-机会(AMO)理论，具有一定的理论和实践意义。本研究为组织领导者提供了宝贵的见解，以确保人力资源的有效性，包括招聘，培训和薪酬的学习能力的发展。它还建议管理者采用TL来利用人力资源效率，以改善组织层面的学习。

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

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.