INTEGRATING ORGANIZATIONAL BEHAVIOR AND MANAGEMENT PRACTICES FOR ENHANCING EMPLOYEE PERFORMANCE AND ORGANIZATIONAL EFFECTIVENESS
DOI:
https://doi.org/10.69980/rfvnnb53Keywords:
Organizational Behavior, Management Practices, Employee Performance, Organizational Effectiveness, HR AnalyticsAbstract
In today's more competitive and technology enabled business climate, employee performance and organizational effectiveness are playing an important role in the success of organizations. This study examines the incorporation of organizational behavior factors and management practices in improving employee performance and effectiveness of the organization. Specifically, it looks at the influence of employee engagement, satisfaction, work-life balance and training-related management practices on the workforce outcomes. A quantitative research design was used with a secondary HR analytics data set that contains 2,845 employee records. To evaluate the relationships of the study variables, descriptive statistics, correlation analysis and multiple regression techniques were used. It is found that there are relations of the organizational behavior factors and management practices with employee performance which varies as per variables. Positive relationships were found between employee engagement and work-life balance and performance outcomes and training-related practices and their influence on employee learning and productivity. The findings also emphasize the importance of leveraging insights from this development alongside traditional data-driven management strategies to enhance organizational decision-making and optimize employee performance. The study highlights the significance of employee-centric management strategies, combined with ongoing training and performance tracking systems, in improving the performance and sustainability of organizations. The study adds to the literature by offering a comprehensive empirical model integrating organizational behavior and management practices in one analytical model. The results have implications for human resource managers who want to leverage evidence-based human resource strategies and workforce analytics to enhance employee performance and improve organizational effectiveness.
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