||HR Practices, Job Involvement and Job Performance: The Moderating Effects of Role Overload
||Institute of International Management (IIMBA--Master)(on the job class)
This study examined the relationship between four constructs: The relationships between HR practices (made up of five variables), job involvement, and job performance, the moderating effect of role overload on the relationship between job involvement and job performance; and the mediating effect of job involvement on the relationship between HR practices and job performance.
Based on the results of this empirical study, the findings indicate there are positive relationships between some of the variables within HR practices and job involvement and performance, respectively, between job involvement and performance, and that role overload has a moderating effect on the relationship between job involvement and job performance. The mediating effect of job involvement on the relationship between HR practices and job performance was not confirmed.
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Motivation. 2
1.3 Research Objective. 3
1.4 Research Procedure. 4
1.5 Research Structure. 5
CHAPTER TWO LITERATURE REVIEW 6
2.1 Defining Constructs. 6
2.1.1 HR Practices. 6
2.1.2 Job Involvement. 10
2.1.3 Job Performance. 11
2.1.4 Role Overload. 13
2.2 Relationships between Constructs and Development of Hypotheses. 14
2.2.1 Relationship between HR Practices and Job Involvement . 14
2.2.2 Relationship between HR practices and Job Performance. 14
2.2.3 Relationship between Job Involvement and Job Performance. 18
2.2.4 Moderating Effect of Role Overload. 19
2.2.5 Mediating Effect of Job Involvement. 19
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 21
3.1 Conceptual Framework and Hypotheses. 21
3.3 Construct Measurements. 22
3.3.1 HR Practices. 22
3.3.2 Job Involvement. 23
3.3.3 Job Performance. 24
3.3.4 Moderating Effect. 24
3.3.5 Demographic Variables. 25
3.4 Questionnaire Design and Sampling Plan. 25
3.5 Data Analysis Procedure. 25
3.5.1 Descriptive Statistic Analysis. 26
3.5.2 Purification and Reliability of the Variables. 26
3.5.3 Multiple Regression Analysis. 27
CHAPTER FOUR RESEARCH ANALYSIS AND RESULTS 28
4.1 Descriptive Analysis. 28
4.1.1 Data Collection. 28
4.1.2 Characteristics of Respondents. 29
4.2 Measurement Results for Research Variables. 30
4.3 Factor Analysis and Reliability Tests. 32
4.3.1 HR Practices. 32
4.3.2 Job Involvement. 34
4.3.3 Job Performance. 35
4.3.4 Role Overload. 36
4.4 Multiple Regression Analysis 36
4.4.1 Relationship between HR Practices and Job Involvement. 36
4.4.2 Relationship between HR Practices and Job Involvement to Job Performance. 38
4.4.3 The Moderating Effect of Role Overload. 39
4.4.4 The Mediating Effect of Job Involvement. 42
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 44
5.1 Research Implications and Findings. 44
5.2 Research Contribution. 45
5.3 Limitations and Future Research. 46
Appendix 1: Chinese Questionnaire. 55
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