چکیده:
Enhancing employee performance is of great concern among state organizations. The purpose of this article is to study the impact of perceived committed HRM on individual performance with the mediating roles of job stress and job commitment and the moderating roles of job skills and perceived supervisor support among the employees of the Education Department of Qazvin Province. Based on Morgan’s Table, 260 subjects comprised the statistical sample. It was a survey study and questionnaires were applied to gather data. Data analysis was performed through structural equation modeling based on variance analysis. Findings indicate that there is direct relation between committed HRM and employee performance; the mediating role of job commitment between perceived committed HRM and employee performance is positive and significant, but work stress plays no mediating role between these latter variables. Moreover, regarding the amount of the statistic “t”, the moderating role of perceived supervisor support between perceived committed HRM and work stress is positive and significant; however, job skills play no moderating role between perceived committed HRM and job commitment.
خلاصه ماشینی:
The present research aims to investigate the impact of perceived committed human resource management on individual performance, with the mediation of job stress and work commitment, and the moderation of job skill and perceived supervisory support among official employees of education in Qazvin province and its 14 districts.
Furthermore, the mediating role of work commitment in the relationship between perceived committed human resource management and individual performance is positive and significant, but the mediating role of job stress in the relationship between the aforementioned variables is ineffective.
Therefore, this research attempts to investigate the relationship between perceived high-commitment human resource management and individual performance, mediated by job stress and work commitment, and moderated by job skill and perceived supervisory support, to obtain a more comprehensive model of the relationships between variables.
Some World Health Organization studies suggest that perceived supervisory support and organizational support can affect the relationship between human resource management practices and job stress (Brough & Frame, 2004; Monnot & Beehr, 2014; Topcic et al.
/ Figure 2: Standardized path coefficients of the model Average Variance Extracted Partial Least Square Confirmatory Factor Analysis In Figure (2), PHC-HRM represents perceived committed human resource management, IP is individual performance, WP is work mastery, PSS is supervisor support, JS is job stress, and WE is work engagement.
Furthermore, the findings of this research indicate that in the relationship between committed human resource management and individual performance in the education organization, work commitment appears in a mediating role, but the mediating role of job stress in the relationship between these two variables was not proven due to the inhibitory role of perceived organizational support.
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