Human Resource Management (HRM) practices play a pivotal role in organizational enhancement and association development. This study investigates the relationship between HRM practices, external factors, and their impact on employee satisfaction, performance, and creativity within Egyptian hotels. Key HRM practices considered include recruitment, selection, market-oriented training, productivity enhancement, and social security assessments.
The research methodology involved a unit of analysis focusing on employees in Egyptian hotels. A convenient sampling technique was employed, with 331 respondents participating in the study. Data was collected through a questionnaire comprising 42 statements adapted from previous studies. The proposed framework positions HRM practices as independent variables, employee creativity as the dependent variable, and employee engagement as a mediator.
Results indicate that recruitment, selection, performance appraisal, and career planning significantly influence employee satisfaction, while compensation, training, development, employment security, and employee involvement show partial support. Additionally, recruitment, selection, compensation, performance appraisal, and career planning significantly affect employee performance, with other factors showing partial support.
Moreover, employee engagement is found to mediate the relationship between HRM practices and employee creativity. Employee satisfaction fully mediates the relationship between specific HRM practices and creativity, while employee performance partially mediates this relationship. These findings provide insights into the nuanced impact of HRM practices on employee outcomes, emphasizing the critical role of employee engagement in fostering creativity.
The study concludes with practical recommendations for organizations to optimize HRM practices and enhance employee engagement for improved creativity and overall performance.