Suchergebnisse

This study is an endeavour to assess the impact of different human resource management practices on the organizational performance of banks in India. Using a convenience sampling technique, a sample of 325 employees from four banks responded to a survey questionnaire. The psychometric properties of the constructs were established through confirmatory factor analysis, while structural equation modelling was utilized to examine the proposed hypotheses. The findings of the study confirmed a positive and significant influence of training and development, performance appraisal, and employee involvement on the performance of the banks under investigation. However, recruitment and selection indicated a positive but insignificant impact. The outcome of this research can assist policy and decision-makers in enhancing organizational performance by investing in appropriate human resource management practices. The study is equally significant for human resource professionals and practitioners to foster the professional development and advancement of their personnel.

The present study measures the influence of telecommuting on job satisfaction by taking job autonomy, schedule flexibility and work control, work–life balance and reduced job stress as outcome variables of telecommuting. The role of job satisfaction has also been investigated in determining organizational commitment and turnover intention. Confirmatory factor analysis was done to test the fitness of the data to the model along with ensuring the convergent and discriminant validity of the data. For testing the proposed hypotheses, the structural equations modelling technique was used. Results from the study confirm the role of telecommuting in enhancing the overall job satisfaction of employees which in turn improves their level of organizational commitment and reduces turnover intention. The findings of the study contribute empirically to the literature on voluntary part-time telecommuting and provide implications for the proper adoption of a part-time telecommuting arrangement post-COVID-19 and the using of telecommuting as a talent retention strategy.