Relationship between HRM Practices, Perceived Organizational Support, Employee Attitudes and Behaviour and Discretionary Behaviour
HRM practices are widely used in many organizations including public sector or private sector. The primarily aim of this study was to investigate the relationship between HRM practices, perceived organizational support, employee attitudes and behaviour and discretionary behaviour. This study was explanatory, predictive and quantitative in nature based on deductive approach and positivist philosophy. Population & sample: Officers bearing grade 17 and above and employees bearing grade 16 and below were targeted for data collection. Sampling: Data acquired through convenience sampling (An item of non-probability sampling). Data and source of collection: Primary data acquired through close-ended questionnaire based on seven related choices indicating level of agreement or disagreement. Data analysis & interpretation: Data analysis & interpretation performed through Statistical Package for Social Science (SPSS) and Partial Least Square- Structural Equation Modelling (PLS-SEM). Conclusion: HRM practices tested positive and significant with perceived organizational support, employee attitudes and behaviour and discretionary behaviour. Future research directions: This research should be undertaken in private sector to further explore and understand the findings of current study in comparison to that study. One or two novel variables should in incorporated in the existing model to enlarge the scope of future research.
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