Analyzing HRM's Impact on Employee Behavior & Engagement

This report explores the impact of human resource management (HRM) practices on employee engagement and behavior, focusing on the mediating factors that influence positive behavioral outcomes and reduce employee turnover. It uses a moderated mediation model to examine how HRM practices, such as commitment and job satisfaction, affect employee teamwork, communication, and coordination. The report highlights the significance of perceived organizational support (POS) and corporate citizenship behavior in fostering a positive work environment and ethical decision-making. By addressing the limitations of data authenticity and organizational context, the report recommends that leaders understand essential mediating theories to motivate employees and align their perceptions with HRM practices. The research concludes that effective HRM practices can create a positive culture, promote engagement, and enhance organizational productivity and profitability.

Running head: ORGANIZATIONAL BEHAVIOR AND HR MANAGEMENT
Organizational Behavior and HR Management
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Table of Contents
Introduction......................................................................................................................................3
Purpose............................................................................................................................................3
Research methods............................................................................................................................3
Findings...........................................................................................................................................4
Limitations.......................................................................................................................................5
Recommendation.............................................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
Considering the huge advancements in technology, the management of human resources
is a must for every business organizations nowadays. The research is done to focus on managing
the human resources properly and driving the employee performance through better engagement
of the employees and allowing them to perform to their potential. The purpose of the research is
to create a positive impact on the behavioral outcomes and reducing the level of turnover of
employees through proper management of human resources and influencing their behaviors to
promote better communication, positive group dynamics and promote ethical decision making
too for ensuring honesty and fairness within the organizations.
Purpose
The purpose of the research is to evaluate the impact of human resource management
practices on the engagement of employees and influencing their behavior to ensure that they
perform to their potential. This is also considered as moderated mediation model related to the
positive behaviors among the employees and engaging them all together to work in coordination,
as a team for fostering higher productivity and organizational growth.
Research methods
The research methods could be done with the following of deductive research approaches
and explanatory research designs. The research method would also include the collection of both
primary and secondary data. The primary data would include the qualitative data and quantitative
data obtained by interviewing the managers and conducting surveys to obtain the opinions of the

3ORGANIZATIONAL BEHAVIOR AND HR MANAGEMENT
respondents regarding the influence of human resource management practices on the employee
engagement and behaviors.
Findings
According to Jiang et al. (2012) the factors that are responsible for engaging the
employees together and influence the positive behaviors can be related to the commitment level
and job satisfaction. These two things are the mediating variables that brought various behavioral
and attitudinal outcomes positively. By engaging the employees together, there should be better
teamwork, communication between the employees, which could also result in coordination
among the employees and reduce the level of turnover within the organization (Robbins &
Judge, 2018). One of the major business issues regarding the management of human resources
could be the lack of proper guidelines and motivating practices, which often leads to
deteriorating the performances of the employees and even increase the turnover of employees.
Morgeson et al. (2013) stated in their article that the social exchange theory could help in
establishing positive relationships between the employer and employees and furthermore reflect
the perceived quality of the employees through the involvement of line manager. The perception
of employees regarding the HRM practices is important, because the way they abide by the rules,
regulations and HRM practices presented by the employer, their attitudes will get influenced as
well.
Based on the article consisting of information presented by perceived organizational
support or POS is one of the major mediating factor that can link the employees’ perception of
the human resource management with the attitudes towards the organization and the commitment
of employees to the organization (Jiang et al., 2012). The research conducted showed that the

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more the employee perceive the HRM practices, the more they would be able to show positive
behaviors and engage with others within the workplace to work as an unit and accomplish the
business goals and objectives with much convenience. The HRM practices could not only
empower the employees in their daily tasks, but would also allow them to gain a better holistic
view of their own self, furthermore achieve the positive emotional, cognitive and physical
behaviors.
The main moderators for engaging the employee and ensuring proper employee behavior
relationship are POS and corporate citizenship behavior, because it can make the employees
learn about the values and ethics that shall be followed within the workforce (Robbins & Judge,
2018). The leaders would keep the staffs motivated and encouraged to perform better as well as
maintain positive group dynamics through the establishment of a positive behavior and allow
them to show their creativity, innovation and analytical skills too. By managing these aspects
properly as part of the human resource management, it could be easy to prevent conflicts and
misunderstandings and at the same time, facilitate ethical decision making.
Limitations
Few limitations were lack of data and information based on an organization’s context,
authenticity of the article and websites from where the data was gathered. The research could not
be considered as universally acceptable because of the lack of genuine data and its authenticity.
The research processes could have been done by collecting data and information about the
organization.

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Recommendation
It is recommended for the academic writers and researchers while it will benefit the
leader to understand about the essential mediating theories to influence the employees and
motivate them, though at the same time, making them perceive the HRM practices implemented
within the workplace.
Conclusion
The research was done by focusing on the article concerned with the link between
perceived human resource management practices, engagement and behaviors of the employees
based on the moderated mediation model. From the topic, it could be understood that the
mediating factors had been responsible for managing the employee behaviors and for
maintaining values and ethics within the workplace. This would create a good culture and
working environment, furthermore promote better engagement and teamwork among the
employees and enhance the productivity and profit for the organization.

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References
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.
Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate
social responsibility research to the human resource management and organizational
behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824.
Robbins & Judge, Organizational Behavior | Pearson. (2018). Pearson.com. Retrieved 10 April
2018, from https://www.pearson.com/us/higher-education/product/Robbins-
Organizational-Behavior-16th-Edition/9780133507645.html