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Intended-Implemented HRM-GAP effect on Organizational Performance: Moderation of HR-Uncertainty and Employee Participation

Author

Listed:
  • Noor-ul- Ain

    (School of Business & Economics, University of Management and Technology, Lahore, Pakistan)

  • Hafiz Muhammad Waqas Akhtar

    (Punjab School Education Department, Punjab, Pakistan)

  • Jamil Ahmad

    (National Bank of Pakistan, Pakpattan, Pakistan)

Abstract

The motive behind the present study is to assess that how organizational performance is influenced by the Gap between intended and implemented HR practices and it also aims to evaluate the potential moderating role of employee participation and HR uncertainty between them. This study empirically tests Intended-Implemented HRM gap and its impact on Organizational performance by gathering data from 213 respondents including both manufacturing and services sectors through a self-report questionnaire. Regression analysis was used to ascertain the impact of Gap on organizational performance while structural equation modeling was used to test moderation. Results indicate that there exists a gap between actual and intended HRM having negative influence on organizational performance and this relationship is moderated by HR uncertainty and employee participation which leads to better organizational performance. Study suggests managers to assess HR uncertainty and ensure employee participation in policy making (which affect performance of employees) and thereby reduce the negative consequences of intended-implemented HR Gap on organizational performance.

Suggested Citation

  • Noor-ul- Ain & Hafiz Muhammad Waqas Akhtar & Jamil Ahmad, 2018. "Intended-Implemented HRM-GAP effect on Organizational Performance: Moderation of HR-Uncertainty and Employee Participation," Business & Economic Review, Institute of Management Sciences, Peshawar, Pakistan, vol. 10(3), pages 85-108, September.
    • Handle: RePEc:bec:imsber:v:10:y:2018:i:3:p:85-108
    DOI: dx.doi.org/10.22547/BER/10.3.5
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    References listed on IDEAS

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