The Mediating Role of Perceived HRM Practices in the Relationship Between Managerial- Rated HRM Practices and Employee Engagement in Ethiopian Higher Education Institutions

Abstract

Strategic Human Resource Management Practices (SHRMP) researchers stressed the perception of High-Performance Work System (HPWS) in addition to organizational HPWS to impact engagement. However, few studies are carried using such variable. Hence, HRM system strength and signal theory, using the probability multi-stage sample survey of 102 departments and 360 academic staffs of Ethiopian Public Higher Education Institutions, the researchers examined that positive and full meditational effect of perceived HPWS between managerial- rated HPWS and engagement. Furthermore, the researchers tested direct effect of managerial- rated HPWS on the perceived HPWS positively. The results of Multilevel Structural Equation Model analysis using R software revealed that the effect of perceived HPWS on the engagement is significant within department level as well as between department level. Hence, the researchers concluded that employees oriented SHRMP has fully mediated department level SHRMP and engagement when both rated and perceived HPWS are considered from two dimensions. The theoretical contributions and practical implications of these findings are discussed as well