Effects of HRM practices on employee job burnout: mediation models: The case of “DOC Co.LTD” employees
| dc.contributor.author | Yermekbayeva P. | |
| dc.date.accessioned | 2024-09-05T07:07:55Z | |
| dc.date.available | 2024-09-05T07:07:55Z | |
| dc.date.issued | 2022 | |
| dc.description.abstract | The purpose of the research paper is to recognize the significance of HRM practices with mediator Affective commitment and their influence on employee job burnout among the factory workers. This paper was examined on five variables as Job autonomy, Training and development, Job security, Affective commitment and Job burnout. This study took a quantitative method in order to accomplish this goal. A convenient sampling was used, and a survey questionnaire with five - point likert scale, closed-ended questions was formed. Employees were given 52 questionnaires, and 41 valid responses were received. The Statistical Package for the Social Sciences was used to analyze the data (SPSS). Regression and Correlation test techniques were used to determine the results. The study's most important results suggest a significantly negative relationship between HRM practices and employee job burnout. The findings of this research may be very useful for Factory companies in order to reduce job burnout among their employees and promoting that significant contribution to the organization's success as well as the employee's personal success. | |
| dc.identifier.uri | https://repository.sdu.edu.kz/handle/123456789/1455 | |
| dc.language.iso | en | |
| dc.subject | training and development | |
| dc.subject | job security | |
| dc.subject | affective commitment | |
| dc.subject | masters dissertation | |
| dc.title | Effects of HRM practices on employee job burnout: mediation models: The case of “DOC Co.LTD” employees | |
| dc.type | Other |