Unraveling The Link Between Hr Practices And Employee Performance: a Moderated-Mediation Approach Using Attitude, Behavior, And Socialized Charismatic Leadership

Abstract

Within Pakistani service sector organizations, this research investigates the relationships among Human Resource Practices (HRP), attitude and behavior (AB), and employee performance (EP), while considering the moderating influence of socialized charismatic leadership (SCL). Using a correlational and causal research design, data is collected from 400 frontline employees through a cross-sectional approach. Convenience sampling is employed for participant selection, and structured questionnaires with Likert scales assess HRP, AB, EP, and SCL. Data analysis involves PLS-SEM, including preliminary descriptive analysis with SPSS and hypothesis testing using Smart-PLS. This study explores the moderated-mediation effect facilitated by socialized charismatic leadership (SCL). Initially, it examines how the relationship between HR practices and employee performance is mediated by attitude and behavior, and how this mediation process is influenced by the presence of SCL. By uncovering the complex interplay between HR practices, attitude and behavior, and socialized charismatic leadership, this research provides valuable insights for researchers and practitioners in the field of Human Resource Management. The findings contribute to a comprehensive understanding of strategies that enhance employee performance within service sector organizations.

Keywords: HR practices, employee performance, charismatic social leadership, service sector organizations.