| Abstract [eng] |
THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE WORK PERFORMANCE: MEDIATING ROLE OF EMPLOYEE WELL-BEING AND MODERATING ROLE OF BUSINESS PROCESS MATURITY Aistė Strankauskaitė Master Thesis Business Process Management Programme Faculty of Economics and Business Administration, Vilnius University Supervisor: Doc. Dr. A. Stankevičienė, Vilnius, 2025 SUMMARY 92 pages, 30 tables, 5 figures, 114 references The main goal of this master thesis is to evaluate the impact of human resource management (HRM) practices on employee work performance and reveal the impact of employee well-being and business process maturity (BPM) level to this relationship. The master thesis consists of four main parts: theoretical literature review, research methodology, the research and its results with discussion and conclusions and recommendations. The literature analysis is intended to clarify the concepts of all four constructs. The main components of HRM practices were revealed: : (1) recruitment and selection, (2) involvement, (3) training, development and education, (4) work conditions, (5) competency-based performance appraisal, (6) compensation and rewards. Employee work performance is compiled by task performance, contextual performance and counterproductive work behavior, while well-being is usually measured by life, workplace and psychological well-being. Literature analysis showed that BPM level is evaluated in 5 stages: it starts with initial processes and goes up to managed, standardized and predictable until it reaches the final stage – innovating. Based on the literature, methodology was discussed, and conceptual research model was created. The data was collected using a structured questionnaire survey. In total 251 respondents, who were selected by non-probability sampling method, participated in the research. The obtained data were processed and analysed using IBM SPSS Statistics 29.0 with A.F. Hayes PROCESS macro program plug-in. The performed research revealed, that both HRM practices and well-being have positive impact to employee work performance and well-being partially mediates (strengthens) the relationship between HRM practices and employee work performance. Even though BPM level does not moderate the relationships HRM practices - well-being and well-being - employee work performance, it plays a vital role to relationship HRM practices – employee work performance. The research unfolded that higher levels of BPM partially moderates (strengthens) the relationship between HRM practices and employee work performance. The conclusions and recommendations summarise the main concepts of literature analysis as well as the results of the performed research. The author believes that the findings of this study could give useful guidelines for practitioners and businesses into implementing healthy HRM practices, promoting employee well-being and highlighting the importance of BPM levels to achieve higher employee performance. The author is planning to investigate further and release academic article complimenting this study. |
