Human resource practices, the relationship between locus of control and employee outcomes
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Date
2012Author
Omari, Stella Moraa
K’Obonyo, Peter
Kidombo, Harriet
Type
ArticleLanguage
enMetadata
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This paper explores the effect of human resource practices on the relationship between
locus of control and employee outcomes. Personality is a stable characteristic that
employees bring to the work place. It is presumed that locus of control will influence
employee outcomes but the strength of its effect will be influenced by the
implementation of human resource practices in the organization. Human resource
practices were expected to moderate these relationships. Predicted relationships were
drawn from prior theory that identified how human resource practices influence
employee outcomes and on how locus of control affected employee outcomes. The
individual’s locus of control was evaluated based on the external and internal
continuum. Employee outcomes studied were job satisfaction, trust, employee
commitment and organizational citizenship behavior. Results obtained from 181
questionnaires from respondents in Kenyan public corporations indicated that human
resources practices influenced the relationship between locus of control with job
satisfaction, employee commitment, trust and organizational citizenship behaviors.
Data were analyzed using multiple regression and the moderating effect was shown by
the changes in r values. Implications for theory and managerial practice are given.
Citation
DBA Africa Management Review 2012, Vol 3 No 1 pp. 90-99Publisher
DBA Africa Management Review School of Business, University of Nairobi