Mediating Role of Organizational Ambidexterity in Relationship between Human Resource Practices and Perceived Organizational Performance
Institute of Business Administration, University of the Punjab, Lahore Pakistan.
This research purposes to evaluate the mediation instigated by organizational ambidexterity(OA) in relationship between human resource (HR) practices and perceived organizationalperformance (POP). Human resource (HR) practices chosen for the study are participation,training and job description. This research is planned on first and middle management in twocore industries of Pakistan; chemical and textile. Rationale behind choosing these sectors istheir importance in economy, contribution towards GDP and GNP, and orientation towardsorganizational ambidexterity. The questionnaire was used to gather responses. Hypotheses ofstudy were designed to check association between human resource (HR) practices andperceived organizational performance, along with mediation instigated by OA in connectionbetween human resource practices and POP. Hypotheses were tested through regressiontechniques and PROCESS of Andrew F. Hayes (2014) was used to assess the mediation oforganizational ambidexterity (OA). Results have shown significant positive associationbetween HR practices and POP. Partial mediation instigated by organizational ambidexterity(OA) between human resource practices and perceived organizational performance (POP) isalso observed in results.
Keywords: Human Resource (HR) Practices; Organizational Ambidexterity (OA); PerceivedOrganizational Performance (POP)