Exploring the Relationship between HRD Climate Practices and Job Satisfaction across Selected Software Companies in Hyderabad- A Study
- August 23, 2019
- Posted by: RSIS
- Category: Management
International Journal of Research and Scientific Innovation (IJRSI) | Volume VI, Issue VIII, August 2019 | ISSN 2321–2705
Dr. V. Venkateswara Rao
Professor in Management, PACE Institute of Technology & Sciences, Ongole, Andhra Pradesh, India
Abstract:-The purpose of the paper is to identify the specific dimensions of Human Resource Development Climate (HRDC) that significantly affect Employee Engagement (EE). It places the importance of HRDC in enhancing EE within the public sector in a developing country and finds answer to the question on the dimension of HRDC that causes employees to be engaged. The paper uses a self-designed questionnaire, made up of Rao and Abraham (1990) HRD Climate survey and Utrecht Work Engagement Scale by Schaufeli et al., (2002) to gather data from 355 respondents and analyzed using multiple regressions. Based on the data analyzed, results showed that HRDC has a positive and significant effect on employee engagement. Additionally, it was found that employees are highly engaged in situations where their organization exhibits the HR Mechanism dimension of HRDC. The limitation is, it did not focus on the entire public sector but focused on civil servant. It is therefore recommended that further studies could be carried out with focus on other public sector organizations to confirm or refute the findings. This study adds to the limited literature on HRDC and EE in public sector organizations in a developing country. This finding brings to bear the major dimension of HRDC that managers should focus on to improve employee engagement in a developing country where there exist a high power distance culture.
Key words: HRDC, multiple Regressions etc.
I. INTRODUCTION
HRM Practices and its climate are the deciding factors to increase individual and Organizational Efficiency of the employees as well as the Organization. The systematic approach of HRM creates a conducive climate to develop productivity aspects and a work environment without stress and pessimistic hindrances. Consuelo L. Weight (2005) in his research Article sets the stage for exploring the4 connections between Creativity and human resource development (HRD). This paper that research related to learning and performance shares many commonalities and research about creativity and HRD. The paper examines research about the impact of general personality characteristics, self perception, goal setting, feedback Leadership, role modeling and other factors associated with the creativity.
