Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.780216
Title: Human resource management content and process on employee well-being and job performance : a study in Indonesia public sector
Author: Indrayanti, I.
ISNI:       0000 0004 7965 9050
Awarding Body: Nottingham Trent University
Current Institution: Nottingham Trent University
Date of Award: 2019
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Abstract:
This thesis was designed to test the assumption that human resource (HR) process factors act as moderator variables in the relationship between HR practices and employee well-being (EWB) and job performance (JP). This thesis conducted two steps including Step 1 to explore the relationship between five HR practices and EWB and JP and Step 2 to test whether HR process features on the high level moderate the relationship between HR practices and EWB and JP on the individual level. A multilevel method was conducted to gather data whereby JP data of the employees are collected from their supervisor in their work unit. Further, data is systematically analysed using mixed model analysis method. The research population consists of 432 employees nested in 18 agencies and 72 work units in public sector institutions in Indonesia. As predicted, this thesis found that as a bundle HR practices affect EWB and JP. As single practices, training and development and employee participation have a strong positive direct effect on both EWB and JP. Meanwhile, job security only has a positive effect on EWB. Internal promotion and result-oriented appraisal do not affect both EWB and JP. Next analysis, this thesis only finds that HR process moderates the relationship between HR practices as a bundle and EWB but not for JP. HR process strengthened/weakened the relationship between training and development, internal promotion, and employee participation towards EWB. Further research is recommended to explore another five practices from the different point of view. This study chose five practices that are designed to support employee side instead. Thus, they have a strong effect on EWB. However, the next research should investigate the opportunity for another HR practices to be tested which are predicted affect both EWB and JP, as well as strengthening by the human process.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.780216  DOI: Not available
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