The Structural Model of Human Resource Management Policies and Outcomes: Mediating Role of Perceived Organizational Support

Poster Presentation
Paper ID : 1540-12THCONG
Oral / Poster Presentation File: 1540.JPG 
Assistant Professor, Department of Physical Education, Zahedan University of Medical Sciences
Human resource policies are guidelines for explaining the purposes of the organization in managing the human resources. It seems that when HRM Policies, are perceived as supportive, they would be taken as evidence that the organization cares about its employees' well-being and could be counted on for subsequent rewards. In this situation, a sense of belonging and emotional commitment is formed in the staffs and consequently enhance in- role and extra- role performance.

The research method was descriptive-correlation type. The statistical population was 466 experts in the Ministry of Sports and Youth. Using the krejcie-Morgan table, the sample size was determined 214. However, 320 questionnaires were distributed. 294 returned questionnaires were suitable, which were considered as the sample size. The research instruments included researcher – made questionnaire for Human Resource Management Policies and Motivation and standard questionnaires for Organizational Commitment (Bozeman and Perrewé, 2001), Cooperation (Lambooij, 2005 and Sanders & Van Emmerik, 2004), Job Satisfaction (Linz, 2003) and Perceived Organizational Support (Lynch, Eisenberger, Armeli, 1999). The content validity of the questionnaires was confirmed by the sport management professors, and their reliability was calculated using the Cronbach's alpha coefficient. In order to identify the dimensions of the variables and construct their validity, the confirmatory and exploratory factor analysis was used. The data analysis was performed by the Pearson correlation, multiple regression, factor analysis, path analysis, and structural equation modeling techniques with the SPSS and LISREL software.

The confirmatory factor analysis results indicated that the items had alignment with the theoretical construction. The results of testing model showed that it had good fit in target population. Path analysis indicated that all direct, indirect and total variables paths were significant to each other and Human resource management outcomes was directly influenced by the human resource management policies, and indirectly by Organizational Support. Also, total impact factor of human resource policies on human resource outputs was 0.84.
It is suggested that the organizations provide those requirements that affect favorable attitudes promoting organizational performance and adopt human resource management policies that are fit together and support each other’s.