How Employees’ Use of HR practices affects.pptx

HOW EMPLOYEES’ USE OF HR
PRACTICES AFFECTS WORK
ENGAGEMENT:
THE MEDIATING ROLE OF
PSYCHOLOGICAL CAPITAL AND THE
MODERATING ROLE OF WORKLOAD
BY GROUP 03

Introduction and Objectives
Theoretical Framework
Methods
Measures and Analysis
Hypothesis Testing
Discussion
Limitations and Recommendations
Conclusion
CONTENTS

INTRODUCTION
 This research was conducted to investigate the relationship between
employees’ use of HR practices and work engagement. The survey is
based on two significant factors:
i. The mediating role of Psychological Capital (PsyCap);
ii. The moderating effect by workload on the employees

Continued..
 Based on the Job-Demand Resources (JD-R)
model and Conservation of Resources (COR)
theory, it was expected that:
 Employees’ use of HR practices has a
positive relationship with work
engagement
 PsyCap mediated this relationship
 Workload strengthens this relationship
(In such a way that higher workload
has a stronger effect and vice-versa)

Job Burnout is defined as “exhaustion of physical or emotional
strength or motivation usually as a result of prolonged stress or
frustration”
Psychological capital (or "PsyCap") refers to the internal resources
that we each have available to help us manage tough situations.
These are defined as: Hope, Efficacy, Resilience, and Optimism
Work engagement is positive behavior or a positive state of mind at
work that leads to positive work-related outcomes.
Key Concepts:

In sum, the objective for the research is to
find the answer of…
“To what extent is work engagement is related to the
employees’ use of HR practices and to what extent is
the relationship between employees’ use of HR
practices and work engagement mediated by PsyCap
and moderated by workload?”

Hypothesis 01:
Employees’ use of HR
practices is positively
related to work
engagement Hypothesis 02:
Employees' use of
HR practices is
positively related to
PsyCap
Hypothesis 03:
PsyCap is positively
related to work
engagement
Hypothesis 04:
PsyCap positively
partially mediates the
relationship between
employees' use of HR
practices and work
engagement
Hypothesis 05:
Workload will
moderate the
relationship between
employees' use of HR
practices and work
engagement
Theoretical Framework
Based on the JD-R model, COR theory and existing empirical
evidence, the following hypothesis’were formulated

Theoretical Framework: The Hypothesis Model

Methodology:
Sample Collection and Data Analysis:
1. Quantitative, explanatory study, based on specific categories
2. Tested on conceptual model and corresponding hypothesis
3. Data was collected through online questionnaires
4. Participants (Employees) were both male and female, different
educational background, working in various sectors for various
duration on employment
5. Choosing the effective data for CPA using AMOS

 The questionnaire was filled by 237 participants (n= 237), the response rate was
94.1%, of which 96 males (40.5%) and 141 females (59.5%)
 On average, the average age of the employees was 7.19 years (SD = 9.22), and
worked 34.34 hours (SD = 10.32) per week in their current organization.
 Most of the employees worked in the sector business services (39.9%), government
(10.5%), education (8.4%), healthcare (8.4%), production (5.9%), and in other
sectors (30.8%)
 Furthermore, the employees’ education varied in their highest completed education
level: i. Basic education 5.1%, ii. Secondary education 18.1%, iii. Higher
education 40.9%, iv. Academic education 35.9%

Measures:
 This study included the following scales:
i. Employees’ use of HR practices
ii. Psychological Capital (PsyCap)
iii. Work Engagement
iv. Workload

 To construct validity of PsyCap, Work engagement, Workload; the Principal Component
Analysis (PCA: A technique for reducing the dimensionality of such datasets, increasing
interpretability but at the same time minimizing information loss) with Varimax rotation (a
statistical technique used at one level of factor analysis as an attempt to clarify the
relationship among factors) was performed.
 A Confirmatory Factor Analysis (CFA: A statistical technique used to verify the factor
structure of a set of observed variables) was performed with AMOS (stands for “Analysis
Of a Moment Structures, specially used for Structural Equation Modeling, path analysis,
and confirmatory factor analysis) to construct validity of Employee’s use of HR Practices.
Continued..

To check the feasibility of PCA:
• The Kaiser-Meyer-Olkin value had to be above 0.6 (KMO > 0.6)
• Pallant and Bartlett’s Test of Spherecity had to be significant (p < 0.05)
• Kaiser’s criterion (Eigenvalue > 1)
• Cronbach’s alpha (α > .90)
 If α = .70, the scale was found reliable and acceptable
 If α = .80, the scale was found to have good internal consistency
 If α = .90, the scale was found to have excellent internal consistency

 In this study, the use of HR practices was measured by 26 out of 32-items
scale of Van Beurden. A few of the scales are:
ED= Employee Development
CO= Career Opportunities
PM= Performance Management
JD= Job Design
PAR= Participation
CIS= Communication And Information Sharing
REW= Rewards
Test Employees’ use of HR Practices:

 Requirements for best fit:-
i. Chi-Square () is not significant
ii. Comparative Fit Index (CFI)- Above .90 (acceptable fit)
iii. Tucker-Lewis Index (TLI)- Above .95 (good fit)
iv. Root Mean Square Error of Approximation (RMSEA)- Below 0.08

Unacceptable fit
Shows improvement, but unacceptable fit
Shows improvement, but still a lower fit
Shows improvement, but requirements not met
Most requirements met, except for Chi-square
The best-fit model according to the criteria

Testing on PsyCap:
 PsyCap was measured as one construct by an 18-item
scale.
 All the items were scored on: (Final value after
converting 3 factors into one)
1. Five point Likert Scale (1= Strongly Disagree, 5=
Strongly Agree)
2. KMO value was .94, exceeding the required value .60
3. Bartlett’s Test of Sphericity was significant (p < .05)
4. Eigenvalue was 4.74 > 1, which explained 31.58% of the
total variance
5. Reliability of the scale, = .83, which indicates good
consistency

Testing on Work Engagement:
 Work engagement was measured by a shortened version of Utrecht Work
Engagement Scale (UWES-9), that consisted of 9 items in the scale.
 All the items were scored on:
1. Seven point Likert Scale (1= Never, 7= Always)
4. Eigenvalue was 5.66 > 1, which explained 62.87% of the total variance
5. Reliability of the scale, = .92, which indicates excellent consistency

Testing on Workload:
 Workload was measured with four items from adjusted VBBA (VBBA 2.0)
of Van Veldhoven, Prins, Van der Laken, and Dijkstra (2015).
 All the items were scored on:
1. Four point Likert Scale (1= Never, 4= Always)
4. Eigenvalue was 2.36 > 1, which explained 58.94% of the total variance
5. Reliability of the scale, = .76, which indicates reliable and acceptable
consistency

Control Variables
To determine the control variables that might influence work
engagement, three variables were included: Education level,
Gender & Age.
 Employees with higher education level displayed higher levels of work
engagement than that of the employees with a lower education level.
 Gender influences work engagement as it is shown that men experience
higher levels of work engagement than women
 It is easier for men to show work engagement than for women.
 Age is included since research shows a positive relationship between age
and work engagement.

Software Analysis
Software Program Analysis:-
• Program IBM SPSS Statistics 25 (SPSS 25)
• Conceptual model and corresponding hypothesis tested in-
PROCESS macro in SPSS 25
PROCESS Macro:
• Generates:
1. Both direct and indirect effects in mediation,
2. Conditional effects in moderation

• Advantage:
1. Uses bootstrapping to test indirect effect,
2. Advantage over Sobel test because-
a. Sobel test is sensitive to violation of the assumption of
normality, PROCESS macro is not
b. It is not necessary to have a normal distribution
c. Bootstrapping* intervals have higher power
d. Hypothesis were supported with a significance level p < .05
Hypothesis of this study are formulated as one-tailed test
PROCESS macro is a two-tailed test
*Bootstrapping is a resampling technique that involves repeatedly drawing samples from one source data with
replacement, often to estimate a population parameter

No. Variables M SD
1. Work
Engagement
2.
Employees'
use of HR
Practices
3.
PsyCap
4.
Workload
5.
Gender
6.
Age
7.
Educational
Level
1
Work
Engagement
4.80 1.01 1
2
Employees' use
of HR Practices
.60 .18 .31** 1
3 PsyCap 3.80 .41 .45** .24* 1
4 Workload 2.30 .52 .17** .03 -.05 1
5 Gender - - -.01 -.18** -.19** .00 1
6 Age 34.11 12.91 .16* -.10 .10 .15* -.04 1
7 Educational Level 4.08 .86 -.08 .18* .02 -.01 .04 -.34** 1.00
Results: Descriptive Statistics
Note. Work engagement (1-7), employees’use of HR practices (0 = no use, 1 = use), PsyCap (1-5), workload (1-4), gender (0
= male, 1 = female), age (years), education level (1-5).
** p < .01, * p < .05 (two-tailed).

Results (continued)
X-Variable Y-Variable
Degree to Correlation &
Significance level
Practices
Work Engagement
Positively correlated
(r = .31, p < .01)
Practices
PsyCap
(r = .24, p < .05)
PsyCap Work Engagement
(r = .45, p < .01)
Workload Work Engagement
(r = .17, p < .01)
Control Variable (Age) Work Engagement
(r = .16, p < .05)
Control Variable (Gender)
Practices
Negatively correlated
(r = -.18, p < .01)
Control Variable (Gender) PsyCap
Negatively correlated
(r = -.19, p < .01)

1
Step 1: State your research hypothesis as a null
hypothesis and alternate hypothesis (H0) and (H1)
2
Step 2: Collect data in a way designed to test the
hypothesis
3 Step 3: Perform am appropriate statistical test
4
Step 4: Decide whether to reject or fail to reject
your null hypothesis
5 Step 5: Present the findings in your result and discuss
Hypothesis Testing

How Employees’ Use of HR practices affects.pptx

H1: Employees’ use of HR practices is
positively related to work engagement
Result: Confirmed, as it is positive &
Significant (B = 1.37, p < .01).
 Direct relationship between employees' use
of HR practices and work environment
indicates that the more the use of HR
practices, the higher the work engagement
H2: Employees’ use of HR practices is
positively related to PsyCap
Significant (B = .49, p < .01).
 Meaning that employees who make more use
of HR practices, will experience higher the
levels of PsyCap
Hypothesis Testing (Continued…)

H3: PsyCap is positively related to work
engagement.
Result: Confirmed, as it is positive & Significant
(B = 1.02, p < .01).
 This means that employees who experience
higher levels of PsyCap, will experience
higher levels of work engagement
H4: PsyCap positively partially mediates the
relationship between employees’ use of HR
practices and work engagement.
Significant and has direct effect (B = 1.37, p
< .01).
 This indicates the employees who make more
use of HR practices, will experience higher
the levels of PsyCap and thereby higher
levels of work engagement

H5: Workload will moderate the relationship between
employees’use of HR practices and work engagement, in such a
way that a higher workload leads to a stronger relationship
between employees’use of HR practices and work engagement
compared to a lower workload.
Result: Not Supported, as it is not significantly moderate (B =
-.96, p > .05).
 Indicates that the relationship between employees' use of HR
practices and work engagement is not influenced by
workload
 Furthermore, it seems like lower workload has stronger
effects than a higher workload (B = .96, p<.10)

Discussion
 According to JD-R Model:
1. H1 was confirmed, meaning more use of HR
practices, will increase higher level of work
engagement. So through stimulation and motivational
process, higher work engagement level can be
achieved.
2. This study also confirmed H4, PsyCap mediates the
relationship between HR practice and work
engagement, which is highly related with H2, higher
HR practice leads to having higher PsyCap

Discussion (Continued…)
3. Additionally, this study found positive direct relationship between PsyCap and and
work engagement, confirming H3. Which states that personal resources (PsyCap) can
stimulate the motivational process, thus creating higher work engagement.
4. Based on JD-R Model and COR Theory, it was expected that high workload can
strengthen the relationship between use of HR practice and work engagement.
However, it was found that workload did not significantly moderate that
relationship, thus did not support H5,

 First, the design of this study was cross-sectional, that means
the data was collected at one point in time, which makes it
difficult to draw conclusions about the direction of the
expected causal relationships.
 It is recommended for future research to use a
longitudinal design, in which data is collected at least
at two different time points.
Limitations and
Suggestions
 Second, convenience sampling was used to collect the participants of this study, meaning that there
searchers choose participants that were readily accessible.
 It is recommended to use a simple random sampling technique, since this might increase the
generalizability of the results to the working population.

 Third, the scale employees’ use of HR practice scan be considered as a limitation because of that some
items had a very skewed distribution, which might especially be a problem with a dichotomous scale.
 Therefore, it is recommended for future research to use the same number of items for each practice,
ensuring that the mean score represents the mean of the HR practices.
 Fourth, this study only included self-report measures of employees, which might have caused common-
method variance (CMV).
 It is recommended for future research to make use of other-rated measures to measure employees' use
of HR practices, workload, and work engagement.

 This study contributed to the need to provide greater clarity about the different types of
employees' perceptions of HR practices
 Provides support for the JD- R model, since the results show that job resources in
terms of HR practices were positively related to work engagement.
 This study contributed to the expanded JD-R model.
 One assumption of the JD-R model and COR theory is not confirmed for the job
resource employees' use of HR practices.
Theoretical Implications:

 Organizations should provide and encourage employees to utilize HR practices.
 The effectiveness of HR implementation depends on line managers' abilities,
motivations, and opportunities
 Effective communication is important for promoting consistent, distinctive, and
consensus HR practices among employees.
 Enhancing PsyCap can significantly improve work engagement, thus recommending
organizations to implement this strategy.
Practical Implications:

Conclusion
Employees who make more use of HR practices tend to experience higher levels of work
engagement also employees who utilize HR practices experience higher levels of PsyCap.
The workload doesn't significantly impact HR practices and work engagement among
employees, but a lower workload has a stronger effect than a higher workload. This study
shows the importance of stimulating employees to use HR practices as it has beneficial
outcomes for them.

Group Members
Tamanna Nushrat Khan -
Sudeshna Shikdar -
Archi Biswas -
Jannatul Ferdause -
Fatema J. Nasrin -
Rodshe Rahman Chowdhury -
Farjana Islam -
EMBA- 220303
EMBA- 220311
EMBA- 220312
EMBA- 220313
EMBA- 220319
EMBA- 220337
EMBA- 220340

How Employees’ Use of HR practices affects.pptx

More Related Content

Recently uploaded (20)

Featured (20)

How Employees’ Use of HR practices affects.pptx

Editor's Notes