Hrm influence on organisational performance
In this article, job satisfaction is used as a mediating variable linking HRM to various outcomes [ 1718 ].
Contribution of hrm to organizational performance
As perception variables are measured on various scales 1 to 5 or 1 to 4 , we recoded them into a 1 to 10 scale to ease interpretation. Furthermore, SEM allows us to simultaneously analyze the direct and indirect relationships among the independent and the dependent variables. To determine the reliability of the scales, we have computed reliability statistics where possible. Absenteeism due to sickness is calculated in percentages, using a standard formula developed by Vernet [ 37 ]. This is consistent with Dutch averages for employees in home care, nursing care and care homes, which is predominantly a female profession [ 27 ]. No single agreed, or fixed, list of HR practices or systems of practices exists to measure HRM [ 30 , 31 ]. This study therefore adds to the literature by relating HR practices to three outcome dimensions: financial, organizational and employee HR outcomes. Aggregation is permissible when the variance between groups is larger than the variance within groups. Home care clients are asked to complete a survey; somatic clients are interviewed using a survey as a guide. In this article, we therefore add to the literature by examining several outcome dimensions of health care organizations.Data from autumn to autumn were analyzed. Brenda Vermeeren: ln. In an overview article, Boselie et al. In our study, we created samples with replacement from the available observed sample. However, it also has limitations. Three groups are constructed: home care clients, somatic care clients in nursing homes or care homes and psychogeriatric care clients in nursing homes or care homes.
The underlying idea is that employees will perform well if they have the requisite abilities, when they are motivated and when they obtain the opportunity to profile themselves [ 32 ]. HRM and outcomes Studying the relationship between HRM and performance outcomes is an important research theme [ 11011 ].
Considering that Greece is experiencing a severe financial crisis, the findings from this unique context may not generalise across other contexts.
Absence due to sickness can be considered a key HR outcome as the decision of employees to be absent affects the available human resources and is a critical success factor for the continuation of work processes within the organization for example, see [ 36 ].
As our hypotheses include mediation effects, we employed bootstrapping [ 39 ]. The measurement of HR practices is discussed below. Notwithstanding the large amount of research on HRM in health care, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions [ 4 ].