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首页> 外文期刊>The Journal of Management Development >The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector
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The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector

机译：组织气氛对利比亚公共部门人力资源管理实践与人力资源成果之间关系的中介作用

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Purpose - Despite the fact that previous studies have identified a possible mediator (organizational climate) in the HRM practices-HR outcomes link, the role of organizational climate as a mediator has, however, not been accorded the respect it deserves in the HRM practices-HR outcomes relationship. Moreover, studies on organizational climate are still scarce and have often focused on western organizations. The purpose of this paper, among others, is to examine the direct effect of HRM practices on the HR outcomes within the context of Libyan organizations. It further investigates whether organizational climate mediates the influence of HRM practices on the HR outcomes within the context of Libyan organizations. Design/methodology/approach - This paper uses multiple regression analysis on a sample of Libyan organizations. Findings - Regarding the findings, first, the paper finds that organizations that adopt HRM practices, such as performance appraisal, compensation and rewards and HR planning achieve significant HR outcomes. The finding also indicates that recruitment and selection and training and development are not good predictors of HR outcomes in the organization. Finally, the study reveals that the influence of HRM practice dimensions such as performance appraisal, compensation and reward and HRP on organizational performance is mediated by the presence of organizational climate; on the other hand, organizational climate fails to mediate the influence of both recruitment and selection and training and development on the HR outcomes. This study suggests that not all HRM practices are influenced by organizational climate of the organizations in Libya, and this may be due to the present environmental situation in Libya. Originality/value - The study is deemed as an initial attempt to investigate the mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public organizations. This finding acts as a springboard for further research and a wake-up call to the organizations in Libya to evaluate the importance of organizational climate in achieving HR outcomes in a volatile environment.
机译：目的-尽管先前的研究已经确定了人力资源管理实践与人力资源成果之间的潜在联系者（组织气候），但组织气氛作为中介者的作用并未得到应有的重视，在人力资源管理实践中，人力资源成果关系。而且，关于组织氛围的研究仍然很少，并且经常集中在西方组织。本文的目的之一是在利比亚组织的背景下研究人力资源管理实践对人力资源成果的直接影响。它进一步调查了组织环境是否在利比亚组织范围内调解了人力资源管理实践对人力资源成果的影响。设计/方法/方法-本文对利比亚组织的样本进行了多元回归分析。调查结果-关于调查结果，首先，本文发现采用人力资源管理实践（例如绩效评估，薪酬和奖励以及人力资源计划）的组织可以实现重要的人力资源成果。该发现还表明，招聘和选拔以及培训和发展并不是组织中人力资源成果的良好预测指标。最后，研究表明，人力资源管理实践维度如绩效考核，薪酬和报酬以及人力资源管理对组织绩效的影响是由组织氛围的存在所介导的。另一方面，组织氛围无法调和招聘，选拔，培训和发展对人力资源成果的影响。这项研究表明，并非所有的人力资源管理实践都受到利比亚各组织的组织氛围的影响，这可能是由于利比亚目前的环境状况所致。原创性/价值-该研究被认为是调查组织气氛对利比亚公共组织人力资源管理实践与人力资源成果之间关系的中介作用的初步尝试。这一发现为进一步研究提供了跳板，也提醒了利比亚各组织，以评估组织环境在动荡的环境中实现人力资源成果的重要性。

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