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Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate

Author

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  • Umair Ahmed
  • Kabiru Maitama Kura
  • Waheed Ali Umrani
  • Munwar Hussain Pahi

Abstract

The purpose of this article is to examine the relationship between developmental human resource (HR) practices and work engagement by focusing on the moderating role of service climate. Specifically, employee training opportunities, career developmental opportunities, and developmental performance appraisal were cast as the key dimensions of developmental HR practices. We used cross-sectional data with survey from 277 employees in six large banks in Pakistan. The results suggest that each of the dimensions of developmental HR practices was positively related to work engagement. Also, service climate was found to moderate the relationship between training opportunities and work engagement. Similarly, results showed that service climate moderated relationship between career developmental opportunities and work engagement. Regarding the practical implications, results suggest that policymakers should consider enriching HR factors by providing supportive environment, feedback and service climate to enhance employee engagement. In terms of originality, we contended that, to date, there is paucity of empirical study linking developmental HR practices to employees’ work engagement. Hence, the present study addressed this gap by examining the relationship between developmental HR practices and work engagement, as well as the boundary condition on these relationships.

Suggested Citation

  • Umair Ahmed & Kabiru Maitama Kura & Waheed Ali Umrani & Munwar Hussain Pahi, 2020. "Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate," Global Business Review, International Management Institute, vol. 21(1), pages 31-53, February.
    • Handle: RePEc:sae:globus:v:21:y:2020:i:1:p:31-53
    DOI: 10.1177/0972150919837813
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    1. Flavio Urbini & Antonio Chirumbolo & Gabriele Giorgi & Emanuela Caracuzzo & Antonino Callea, 2021. "HRM Practices and Work Engagement Relationship: Differences Concerning Individual Adaptability," Sustainability, MDPI, vol. 13(19), pages 1-11, September.
    2. Christos Papademetriou & Sofia Anastasiadou & Stylianos Papalexandris, 2023. "The Effect of Sustainable Human Resource Management Practices on Customer Satisfaction, Service Quality, and Institutional Performance in Hotel Businesses," Sustainability, MDPI, vol. 15(10), pages 1-23, May.
    3. Munwar Hussain Pahi & Umair Ahmed & Abdullah Zafar Sheikh & Sarfraz Ahmed Dakhan & Faiz Muhammad Khuwaja & T. Ramayah, 2020. "Leadership and Commitment to Service Quality in Pakistani Hospitals: The Contingent Role of Role Clarity," SAGE Open, , vol. 10(4), pages 21582440209, October.
    4. Ali Falah Dalain, 2023. "Nurturing Employee Engagement at Workplace and Organizational Innovation in Time of Crisis With Moderating Effect of Servant Leadership," SAGE Open, , vol. 13(2), pages 21582440231, May.
    5. Md Mahamudul Hassan & Manimekalai Jambulingam & Elangkovan A/L Narayan & Sabrina Nushrat Islam & Awal Uz Zaman, 2024. "Retention Approaches of Millennial at Private Sector: Mediating Role of Job Embeddedness," Global Business Review, International Management Institute, vol. 25(4), pages 861-887, August.

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