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Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit
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| dc.contributor.author | Kasekende, Francis | |
| dc.contributor.author | Nasiima, Sentrine | |
| dc.contributor.author | Omuudu Otengei, Samson | |
| dc.date.accessioned | 2022-01-04T12:30:18Z | |
| dc.date.available | 2022-01-04T12:30:18Z | |
| dc.date.issued | 2020-07-17 | |
| dc.identifier.citation | Francis Kasekende, Sentrine Nasiima, Sam Omuudu Otengei, “Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit”, Journal of Organizational Effectiveness: People and Performance, DOI 10.1108/JOEPP-04-2020-0056 | en_US |
| dc.identifier.uri | https://pub.nkumbauniversity.ac.ug/xmlui/handle/123456789/424 | |
| dc.description | Research Paper | en_US |
| dc.description.abstract | Purpose – The paper examines the mediator role of person-organization fit on the relationships between reward management, employee training, emotional exhaustion and organizational citizenship behavior (OCB) among employees in the manufacturing sector in Uganda. Design/methodology/approach – The study took a cross-sectional descriptive and analytical design. Using a sample of 380 respondents, data were obtained in two studies, the 2nd study being carried out after 8 months from the 1st. Using statistical program for social scientists (SPSS) and analysis of moment structures (AMOS), six hypotheses were tested and analyzed. Findings – Results indicate that employee development and person-organization fit were significant predictors of OCB. The influence of Reward Management and Emotional Exhaustion on OCB was inconclusive since in the 1st study it was positive and significant while non-significant in the 2nd study. Person-organization fit emerged as a full mediator of the Reward Management, Emotional Exhaustion–OCB relationships; and a partial mediator of the Employee Development–OCB relationship. Practical implications – Manufacturing firms will be able to implement HR policies and practices that are relevant for increased employee exhibition of extra role activities. They will be able to adhere to efforts that increase person-organization fit in order to reduce emotional exhaustion for OCB exhibition. Originality/value – The study demonstrates that person-organization fit acts as a conduit for the translation of all the inputs of reward management and employee exhaustion and, part of the inputs of employee development into increased worker exhibition of extra role activities. | en_US |
| dc.language.iso | en | en_US |
| dc.publisher | Journal of Organizational Effectiveness: People and Performance | en_US |
| dc.subject | OCB | en_US |
| dc.subject | Employees | en_US |
| dc.subject | Manufacturing firms | en_US |
| dc.subject | Employee development | en_US |
| dc.subject | Person-organization-fit | en_US |
| dc.subject | Reward management | en_US |
| dc.title | Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit | en_US |
| dc.type | Article | en_US |
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Business and Management
Research Papers from the School of Business and Management