Akademik Veri Yönetim Sistemi
Journal of Economics, Management and Trade, cilt.26, sa.8, ss.36-60, 2020 (Hakemli Dergi)
According to the extant literature in the context of human resource management (HRM), the
preeminent role of human resource development (HRD) climate on employees’ job attitudes is
irrefutable. This study aims to determine the effect of HRD climate on job attitudes, including
positive and negative ones. The proposed model consists of five latent variables which are HRD
climate as an exogenous variable and work engagement, organizational commitment,
organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs) as
endogenous variables. The authors use a quantitative method involving questionnaire distribution
among employees in different private banks located in Tehran (Capital city of Iran). Among
distributed questionnaires, 384 were retrieved. To obtain the results, structural equation modeling
(SEM) technique was applied. Findings supported the notion that HRD climate has a significant
determination on job attitudes. Among them, determination of HRD climate on work engagement
and organizational commitment is remarkable. Also, HRD climate had a positive role in increasing
OCBs and reduction in negative job attitudes. The results will be practical for academics in the field
of HRM. It is worthwhile mentioning that there will be managerial implications for the managers in the Iranian private banking industry and results provide initial insights for managers on how to
increase the sense of organizational commitment and work engagement as defined task duties
among employees within the Iranian private banking industry. Besides, the results will be pragmatic
for managers for injecting and burgeoning the sense of citizenship behaviors and diminution of
counterproductive work behaviors to increase profitability, revenue, return on investment (ROI), and
productivity, also avoiding stagnation in the environmental workplace of the Iranian private banking
industry.