The moderated mediation processes in firm-specific human capital development and task performance relationship

Abstract

Purpose

Interest has been generated for a while in unpacking the “black box” and providing a contingency approach to understanding the effects of human resource management (HRM) practices. This study aims to investigate the possibility that the relationship between human capital development and task performance is mediated by work self-efficacy and work engagement – and that this mediation depends on the degree of perceived investment in employees’ development.

Design/methodology/approach

Based on a synthesis of theories –systems, social cognitive and social identity theories – a moderated mediation model is tested using data from 220 academic employees and Heads of Departments from multiple Higher Educational Institutions in Ghana. AMOS and Hayes Conditional Process analysis were used to analyze the data.

Findings

The study finds support for a bundle of human capital investments boosting work self-efficacy and motivating work engagement, as well as task performance. Consistent with expectations, the mediation in human capital investments to task performance via work self-efficacy is conditional on the degree of perceived investment in employees’ development.

Originality/value

The study provides the first attempt at studying a conditional process model in human capital development by addressing whether, how and when human capital system functions more or less effectively, and provides knowledge on the “black box” in HRM.

Citation

Osei, H.V., Agyapong, A. and Owusu Kwateng, K. (2019), "The moderated mediation processes in firm-specific human capital development and task performance relationship", International Journal of Organizational Analysis, Vol. 27 No. 3, pp. 396-413. https://doi.org/10.1108/IJOA-11-2017-1274