Assignment on Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance

Sobaih, Ibrahim, & Gabry (2019) have conducted a research which evalulates the effect of PCFul or psychological contract fulfilment on the relationship between job otucomes and HRMP or practices of human resource management. A self-administered and pre-tested questionnaire with workers or employees from thirty-six hotels in Egypt’s Red Sea region resort were employed for the collection of data. It is demonstrated by SEM or strctural sequation modelling results that through PCFul, high performance HRMP have a significiant influence on job outcomes and results. In fact, it has been revealed by results that managers should be willing to determine and put more focus on PCFul’s role in different mediating mechanisms and processes between performance outocmes and high performance HRMP for enahncing the job satisfaction of hotel employees and making them exhibit exhibit OCB or organisational citizenship behavior.

Authors also determine that there is a need for hotel managers to create clear and precise practical frameworks or potentiall guiding, assessing, and analysing the influence of PCFul on results and performance of job.

First of all, in the introduction of study, authors outline the aims of their research. For istance, they explain that the current research is aimed at examining the role and effect of PCFul in liking job outocmes and high performance HRMP. They also explain that there are not enough empirical studies for supporting PCFul as a linking or mediating variable between job outcomes and PCFul, and identifying a gap in the academic literature about PCFul’s role in linking or mediating the relationship between job outcomes and HRMP.

Moving on, they explain that hotels do not have a positive reputation as a career along with its capabiity of handling matters asscoaited with human resources. In addition to it, there are many hotels which seem to operate in the absence of effective training policies. In spite of the significnt role of human resource departments, there are inefficient formal frameworks of HR for guiding and orienting high performance HRMP’s effects on the outcomes of job.

Moving on, authors provide a literature review in their study. In their literature review, they define high performance HRMP in the form of interrelated practices of HR which are desgined for enhancing the efforts and skills of employees. They assess high performance HRMP with the use of opportunity, motivation, and abiilty AMO theory (Sobaih, Ibrahim, & Gabry, 2019).

Moreover, some of the studies also involves the behaviours and attitude pay a lot of effect on the high performance of employees within the company. For this purpose, the structure of AMO as ben given by the mangers to transitional mechanism through which the affected outcomes of job have been obtained. Despite from this the model also increase the ability and behaviour by practicing the working skills. Furthermore, some of the theoretical approaches has been presented in this article which describes the role of PCFU. As well as in this regard some of the psychological fulfilments has been played the significant role which mainly explain the casual results which is related with job. In this regard a self-oriented questioner had been developed to evaluate the employee’s perspective of high performance along with the model of   PCFul and HRMP.  These questions were asked about job satisfaction and their performance related to their jobs.

The population for this research has been derived from four-star restaurants. The data has been collected from different departments of restaurants such as housekeeping, maintenance, food and beverages or recreation.  The data has been collected within the duration of tree months with the sample size of 600 individuals. As well as in this article it as also ben mentioned that the HRMP is gathered as in the form of bundle as per the structure of AMO. The research also addresses the that there is an issue has been observed in the hotel industry of Egypt and there is deficiency of form HR structure which mainly effect the jo results. Despite from this it can also be said that there is lack of empirical studies as ben presented in te industry which mainly supports the model of PCFul. It has been established that the hotel industry demonstrates very solid HRMP which has been considered by substantial workloads, increased the level of stress, decreased the compensations, restricted the publicity opportunities and lack of moral. high performance HRMP in the form of interrelated practices of HR which are designed for enhancing the efforts and skills of employees. In the same way it has been mentioned that the study takes the significant step against the mechanism which is associated with the model of HRMP and performance which is related with job. The research has been based on empirical studies which mainly explores the role of PCFul which pay effect on HRMP to employees' job performance within the hotel industry and suggested a model to support hoteliers. Furthermore, the data has been analysed on the spss software. In this the outcomes of this study reveals that the high performance holds the positive impact on the employees.

References of Unlocking the Black Box Summary

Sobaih, A. E., Ibrahim, Y., & Gabry, G. (2019). Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance. Tourism Management Perspectives, 30, 171-181.