Improving employee outcome through human resource management practices and public service motivation: a study of Malaysia public sector
The purpose of this paper is to examine the relationship between Human Resource Management (HRM) practices and Public Service Motivation (PSM) and its impact on the employee outcome. The proposed framework intends to add to the understanding of specific process that mediate between HRM practices and...
Saved in:
| Main Authors: | , |
|---|---|
| Format: | Conference or Workshop Item |
| Published: |
2015
|
| Subjects: | |
| Online Access: | http://eprints.utm.my/id/eprint/63423/ http://www.akademiabaru.com/wvsocial/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The purpose of this paper is to examine the relationship between Human Resource Management (HRM) practices and Public Service Motivation (PSM) and its impact on the employee outcome. The proposed framework intends to add to the understanding of specific process that mediate between HRM practices and employee outcome in Malaysia public sector. This study is based on reviews of prior studies and theories on HRM practices, employee outcome and PSM. A conceptual framework is provided with the objective to measure HRM practices-employee outcome relationship with the mediation of PSM. This paper proposes to answer how HRM practices can influence employee outcome through the mediating factor of PSM in public sector of Malaysia. This paper can assist the HR managers to understand on the significance of motivation serving the public as the mediating variable and the way HRM practices, through the integration of these two processes lead to the enhancement of employee outcome of becoming 1st class public servants. This paper attempt to clarify the linking process through which HRM practices influence employee outcome. Hopefully, the conceptual framework proposed can contribute further towards the body of literatures since there are still no definite answers of the connection between HRM practices and employee outcome. It can be used for further empirical test in Malaysia public sector. |
|---|