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Human Resource Practices and Job Performance: Insights from Public Administration

Author

Listed:
  • Zakaria Ouabi

    (Higher School of Technology, Mohammed First University, Oujda 60000, Morocco)

  • Khadija Douayri

    (Higher School of Technology, Mohammed First University, Oujda 60000, Morocco)

  • Fatine Barboucha

    (Higher School of Technology, Mohammed First University, Oujda 60000, Morocco)

  • Omar Boubker

    (Natural Resources and Sustainable Development Economics Laboratory, FP Larache, Abdelmalek Essaadi University, Tetouan 93000, Morocco)

Abstract

The Moroccan government has taken several initiatives to improve HR practices in the public sector, with the aim of enhancing the performance of civil servants and thereby improving the quality of public administration services. Therefore, this study employs the PLS-SEM technique to investigate the influence of HRM practices on job satisfaction, affective commitment, and in-role job performance within public administrations. The dataset was collected online from 390 Moroccan civil servants. The results indicate that recruitment and selection (RSE), training (TRA), compensation (COM), employment security (ESE), and internal career opportunities (ICOs) had a positive impact on job satisfaction (JSA). Likewise, RSE, TRA, and ICOs improved affective commitment (ACO). In addition, JSA and ACO enhanced in-role job performance (RJP). These findings provide valuable theoretical implications and practical guidelines for policymakers on how to adapt HR practices to enhance civil servants’ job satisfaction and affective commitment, ultimately improving their in-role job performance levels.

Suggested Citation

  • Zakaria Ouabi & Khadija Douayri & Fatine Barboucha & Omar Boubker, 2024. "Human Resource Practices and Job Performance: Insights from Public Administration," Societies, MDPI, vol. 14(12), pages 1-20, November.
    • Handle: RePEc:gam:jsoctx:v:14:y:2024:i:12:p:247-:d:1527473
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    References listed on IDEAS

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