Human Resource Management Influence Organizational Outcomes

How does Human Resource Management influence Organizational Outcomes? A Meta-Analytic investigation of Mediating Based on the Best-Practice model, a meta-analysis was conducted in order to examine the impacts of the three dimensions of Human Resource Systems which includes enhancement of skill, motivation and opportunity on both proximal and distal outcomes of an organization. The results indicate that skill-enhancing practices were more positively related to human capital and less positively related to employee motivation than motivation-enhancing practices and opportunity-enhancing practices. Moreover, the three dimensions of HR systems were related to financial outcomes both directly and indirectly by influencing human capital and employee motivation as well as voluntary turnover and operational outcomes in sequence(Jiang et al., 2012, p. 1270). This meta-analysis assessed and provided an extension to the theoretical model liking HRM with organizational outcomes. The results proved that all the three dimensions were positively inter-linked to each other also mediating the voluntary turnover and thus a better operational and financial outcome. This research is thus supportive evidence to the Flextronics strategy of best-practice. 2. Employee-Organization Exchange Relationships, HRM Practices, and Quit Rates of Good and Poor Performers Considering the positive operational and financial outcomes of the best-practice model and success of Flextronics adaptation of theShow MoreRelatedProcedural Justice And Job Satisfaction Of Nursing Employees1523 Words   |  7 Pages outcome. According to the write-up, â€Å"procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behavior† (Xerri, 2014, p.4), and â€Å"interactional justice directly affects job satisfaction and indirectly affects innovative behavior through job satisfaction† (Xerri, 2014, p.4). 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