Theoretical Mediation Model of Human Resources Management, Organisational Development and Organisational Culture

Abstract

Resulted from globalization, a more complex and competitive business environment has led to a new perspective on how to coordinate and handle human resources. Hence, human resource management has evolved to a wider job scope of practice. This requires the use of organisational development as a tool for managing human resources. Hence this paper presents a theoretical framework relate the human resources management, organisational development and organisational culture. This review paper shares the compilation of previous studies related to human resources in the organisational development process which focused on the employees performance that affecting the organisation.  Based on this literature review work, pertinent information were extracted in formulating the propose theoretical framework model which relates human resources management as independent construct, organisational development as dependent construct and organisational culture as mediator construct for public institutions. The relationship of the framework can be validated using structural equation modelling (SEM) with the data collected through questionnaire survey. Once the model has achieved goodnees of fit then the model can be applied in the human resource management in the context of public institutions.