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Source publication
Currently, nurses’ job performance in Nigeria’s public healthcare system has been called into question and is under more pressure due to the current global COVID-19 pandemic. In enhancing the effectiveness, efficiency and promptness of Nigeria’s public healthcare service delivery, this study seeks to explore how work engagement could play a key rol...
Contexts in source publication
Context 1
... measurement model explains how each construct is measured and this was achieved through the assessment of indicator reliability, internal consistency, and convergent validity ( Hair et al., 2017). Figure 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. ...
Context 2
... 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. Indicator reliability explains the fittingness and reliability of each item loading in measuring a certain construct for a given research study ( Hair et al., 2010). ...
Context 3
... reliability is satisfied when each item value loads above 0.5 (Sekeran, 2010). Based on the values that are reported in Table 3 and Figure 2, individual indicator reliability has been satisfactorily attained as items loading values range from 0.527-0.912. However, it should be noted that one out of six items (i.e., AC6) was deleted from affective commitment items, two out of six items (i.e., COC5 & COC6) were deleted from continuance commitment and three out of six items (i.e., WE3, WE5 & WE6) were deleted from work engagement. ...
Citations
Over the last decade, much research has been conducted in the field of human resource management (HRM) and its associations with organizational performance. Prior studies have found substantial positive evidence for statistical associations between HRM and organizational performance. The purpose of this study is to investigate the relationships between HRM practices and firm performance. This study examines the relationships among HRM practices and firm performance. The researcher adopted the descriptive survey design. Primary data was sourced through the instrument of questionnaire. The total of 13 department which comprises of 305 employees which the sample size needed to carry out our survey was 75 in order to achieve 90% precision from the sample. The research study is drawn scientifically using the stratified random sampling technique. The findings revealed among others HRM has a great impact on organizational performance and the conclusion is a stimulus to Nigeria breweries through a well-coordinated HRM practices, value added to company’s production processes and the contribution made by each employee have more effect on the results obtained by the organisation. This finding leads to the conclusion that HRM can bring about a higher organisational performance for firm. The researcher recommended among others that HRM should endeavor to have a well-structured effective organizational performance in order to achieve the set up objectives and in order to improve employees efficiency and effectiveness towards achieving the organisational goals, the appraisal period should be more frequent probably every quarterly and various motivational instrument should be introduce to entice employees to perform better and these would go a long way in fostering an understanding of multicultural work climate and enhancing the building of a truly agile Nigeria breweries, Kaduna.
