The Relationship between Human Resource Management Practices and Employee Performance in Nigeria Educational Sector, Moderating Effect of Employee Engagement: A Theoretical Approac.

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dc.contributor.authorMalam Salihu Sabiu
dc.contributor.authorUmar Abdullahi Abboh
dc.contributor.authorNurudeen Bello Ahmed
dc.date.accessioned2025-02-11T14:27:24Z
dc.date.available2025-02-11T14:27:24Z
dc.date.issued2017-04
dc.description.abstractA quite number of factors have been studied as the factors influencing employee performance in organization. Some of these factors include, employee commitment, personality, emotional intelligence, job satisfaction, organizational citizenship behavior among others. While some studies considered investigating the influence of human resource management practices (HRM practices) on employee performance in different context such as America, Asia and European context with very litle in sub-Saharan African countries like Nigeria. However, some of these studies used specific practice while others used groups. Despite these studies, however, studies attempted to investigate the impact of HRM pracices and employee performance has reported mixed findings; therefore, an interacting variable is suggested. This paper proposes employee engagement as potential moderator to enhance the relationship between HRM practices and employee performance. Five hypotheses were theoretically developed base on the reviewed literature, to be achieved if the model empirically validated.
dc.identifier.urihttps://kwasuspace.kwasu.edu.ng/handle/123456789/4316
dc.language.isoen
dc.titleThe Relationship between Human Resource Management Practices and Employee Performance in Nigeria Educational Sector, Moderating Effect of Employee Engagement: A Theoretical Approac.
dc.typeArticle
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