HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES AND WORK ENGAGEMENT IN NIGERIA: THE MEDIATING ROLE OF PSYCHOLOGICAL CAPITAL (PSYCAP)

Callistus Chinwuba Ugwu

Abstract


Although the relationship between humn resource management (HRM) practices and individual and organizational outcomes have been recognized over the years, there is need for better understanding of how this relationship occurs. In order to advance knowledge about the mechanism though which this relationship occurs, this study investigates whether the recently emerging core construct of positive psychological capital (PsyCap) (consisting of hope, resilience, optimism and efficacy) plays a role in mediating the effect of human resource management (HRM) practices and employee work engagement. Questionnaire was used to collect data from a sample of three hundred and fifty commercial bank workers (185 males and 165 females) and employees of a production company all in Enugu metropolis, South-East Nigeria. Their ages range from 25 to 51 years and with the mean age of 34.52 years (S.D=12.32). Correlation and hierarchical multiple regression analysis were used to analyze the data. The results of the study showed that the HRM practices were significantly and positively correlated with employees’ work engagement. The result further demonstrated that the study’s major hypothesis that employees’ psychological capital (PsyCap) mediates the relationship between HRM practices and work engagement was also supported. The results were discussed and implications of the findings conclude the study.

Keywords


Human resource management (HRM) practices, work engagement, psychological capital and Nigeria.

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References


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