Employee Relation Management,Transformational Leadership Impact On The Employee Performance

Business is becoming more competitive nowadays.Terms like globalization,privatization and liberalization have brought much change in such business organizations.To keep motivating the employees and enhancing their satisfaction,employee relation management has shown up as an important tool to carry such a mission out.ERM is an aspect of human resource management that influences the performance of employees.Managing effective ERM represents an imperative of success for competitive organizations.Besides,another factor determines the success of the organization is the personality of the manager.The researcher has chosen the Transformational leaders style as another ?,which the researcher thinks it has an impact,too,on the employees'performance.This study intends to test the impact of the IV-ERM and Transformational leaders-on the DV-the employee performance-with the moderating role of Organizational Culture in such an impact.Participants of this study were 120 employees from two Telecommunication Corporation Companies in the Republic of Yemen.The respondents voluntarily responded to a questionnaire composed of measures of human resource practices-training,selection,compensation,and rewards-transformational leader's,organizational culture,and the employee's performance.The questionnaire consisted of 5 parts-including the demographics information.Human Resource Practices-Training,Development&Education,and Compensation and Rewards-were measured by adapting the Human Resource Practices Survey.It consisted of 11 items that mainly focused on Development&Education,and Compensation and Rewards.Moreover,Transformational Leader Behaviors were measured by adapting a questionnaire to measure it.It consisted of 7 items that completely focused on the transformational leader behaviors.The Organizational Culture was measured by adapting the Organizational Culture Assessment Questionnaire(OCAQ).It consisted of 8 items that wholly focused on functions like managing change,achieving goals,coordinating teamwork,and building a strong culture.Also,the 120 questionnaires that were filled out and returned gave a response percentage of 80%which indicates that the response was effective for the study.Main conclusion is that there is a positive strong relationship between employee relationship management components-HR.practices and Transformational leader's style-and the employee's performance.However,the moderation analysis result showed that organizational culture exerts no moderation effect in the relation between the IVs-Employee Relation Management and Transformational Leaders-and the DV-the employees' performance.