Predicting HRM Effectiveness Through HR Roles And HR Role Stressors From Line Managers' Perspective
| dc.contributor.author | Choo, Poh Wai | |
| dc.date.accessioned | 2017-10-30T07:16:05Z | |
| dc.date.available | 2017-10-30T07:16:05Z | |
| dc.date.issued | 2014 | |
| dc.description.abstract | Globally, in many manufacturing companies, HR practitioners and line managers have been working as strategic partners. The objective of this study is to find the obstacles of perceived HR role stressors on devolved HR roles that need to be overcome by line managers in order to achieve Human Resource Management (HRM) strategic and technical effectiveness in manufacturing companies located in Malaysia. The research has addressed the problem of HR role stressors -- whether HR practitioners do devolve a big share of HR roles to line managers. This research has opened up an interesting line of inquiry -- top management support has provided insights into the conditions needed to avoid perception of HR role stressors among line managers. Addressing the problems of HR role stressors is an attempt to help organisations to improve on their strategic HRM policies and practices, hence, increase the strategic and technical HRM effectiveness. The aim of this study is to investigate relations between the four variables -- HR roles (independent variable), top management support (moderator), HR role stressors (mediator) and HRM effectiveness (dependent variable) in a single research framework. Cross-sectional data have been collected through questionnaire survey from 153 line managers who are currently working in Malaysia‘s manufacturing firm. The hypotheses were tested using the structural equation modeling (SEM) and Partial Least Square (PLS). Research results suggest top management support provided insights to the conditions needed to avoid perception of HR role stressors on line managers. Furthermore the result has revealed that there is mediation effect of HR overload faced by line managers, however, no mediation effect has influenced on HR ambiguity. Another statistical result has revealed that top management support moderates the relationship of HR roles and HR role ambiguity however no moderation effect has influenced HR overload. This is the first study in Malaysia that examines the links between HR roles, top management support, HR role stressors, and HRM effectiveness among the line managers in manufacturing firms. The limitations and recommendations for future studies have been further discussed. | en_US |
| dc.identifier.uri | http://hdl.handle.net/123456789/5165 | |
| dc.language.iso | en | en_US |
| dc.publisher | Universiti Sains Malaysia | en_US |
| dc.subject | Obstacles of perceived HR role stressors | en_US |
| dc.subject | overcome by line managers | en_US |
| dc.title | Predicting HRM Effectiveness Through HR Roles And HR Role Stressors From Line Managers' Perspective | en_US |
| dc.type | Thesis | en_US |
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