000			03114nam a22003017a 4500
003			KOHA
005			20230424102013.0
008			221011d2022 tu ||||| |||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 2634 _bI44 2022
100	1		_aIghomena, Oghenekevwe Augustina
245	1	4	_aTHE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL LEARNING / _cOGHENEKEVWE AUGUSTINA IGHOMENA; SUPERVISOR: PROF. DR. HARUN ŞEŞEN
264			_c2022
300			_a82 sheets; _c31 cm. _eIncludes CD
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department
504			_aIncludes bibliography (sheets 68-77)
520			_aABSTRACT The association subsisting between strategic human resource management and organizational learning has been extensively talked about in the literature review section of this study report. Nevertheless, a small number of studies examined the exact mechanism of this association. Therefore, this research study has as its objective to take a look at the effect of strategic human resource management on organizational learning, introducing human capital development as a possible mediator. The advanced mediation model was established empirically contingent upon the relevant data gathered from 322 employees that are gainfully employed in a manufacturing establishment that is profit-oriented in the Lagos Industrial Zone in Nigeria. The Statistical Package for Social Science (SPSS) has been adopted to authenticate the reliability of the various constructs in the formulated hypothesis (strategic human resource management, organizational learning and human capital Development), and Structural Equation Model (AMOS) was adopted to authenticate the proposed model of this research. The outcome of the research indicates that human capital development mediates the relationship subsisting between strategic human resource management and organizational learning. The outcome of the research can assist present-day policy makers in manufacturing enterprises to comprehend how to formulate and execute strategically effective human resource management solutions that aligns with an employee-oriented method to human resource policy which includes human capital development programs, performance appraisal, compensation and reward systems, training, planning and succession plans, employee participation in decision making in addition to the hiring and selection of candidates. This study conceptualizes and analyzes a contemporary strategic human resource management-based model of organizational learning with human capital development as a mediator.
650		0	_aHuman capital _vDissertations, Academic
650		0	_aOrganizational learning _vDissertations, Academic
650		0	_aPerformance _vDissertations, Academic
700	1		_aŞeşen, Harun _esupervisor
942			_2ddc _cTS
999			_c285393 _d285393