Impact of Satisfaction with Hrmis on Aviation in Pakistan.pdf

1、Corporate world is changing and competitive among companies in every industry is increasing.Same is the case of aviation industry around the globe.Due to high costs and initial investments in the aviation industry, organ

2、izations operating in this industry strive for efficiency and effectiveness by all means possible in almost every aspect of the organization.Apart from the competition and nature of the industry, focus of both academicia

3、ns and practitioners is increasing on the human capital and its capabilities.Every organization around the globe is attending to its HR aspect in order to accelerate productivity and sustain in the market and HRIS provid

4、e such functionality which not only enables the organizations to build an effective and efficient workforce but also helps to manage and retain such workforce.This study looks into this phenomenon and tries to empiricall

5、y test the impact of HRIS on organizational performance.The study uses survey methodology to collect the data from employees of aviation companies in Pakistan.A final sample of 200 respondents was considered for the data

6、 analysis of the study.Variables considered in the study are satisfaction with HRIS, administrative HRM, strategic HRM, employee commitment and employee productivity.Whereas HRIS was independent variable and employee com

7、mitment and employee productivity were considered as main dependent variables.Administrative HRM and strategic HRM are considered as mediating variables.Data was analyzed using SPSS software by means of statistical techn

8、iques providing descriptive statistics, correlation analysis and regression analysis.Overall, a positive and significant correlation of satisfaction with HRIS was found with both dependent and mediating variables i.e.adm

9、inistrative HRM, strategic HRM, employee commitment and employee productivity.Further a positive and significant impact of both mediating variables i.e.administrative HRM and strategic HRM was found on the dependent vari

10、ables i.e.employee commitment and employee productivity.Furthermore, partial mediation of administrative HRM and strategic HRM was found between the relationship of satisfaction with HRIS and employee commitment while fu

11、ll mediating impact was evident in case of relationship between satisfaction with HRIS and employee productivity.This implies that better HRIS not only supports organization in the management of its HR administrative or

12、functional aspects but also supports organization in its strategic alignment of HR function to overall organizational strategy.Apart from that it is also evident that HRIS could effectively be used to boost productivity