(The Role of Organizational Identification toward Employee Well-being on Human Resource Practices)
Abstract
This study is aimed to investigate the role of organizational identification (OID) toward employee well-being (EWB). Employees as members of the organization could not be separated from the rules follow a system of human resource management practices that exist, therefore, this research use of human resource practices as a mediator of the relationship between organizational identification and wellbeing.
The amount of 310 respondents from public and private sectors have been joined to fulfill three questionnaires of OID, EWB, and HRP. Cronbach Alpha’s value for EWB Scale with 16 items was 0.918, OID Scale with 12 items was 0.858, and HRP Scale with 13 items was 0.848. The result of data analysis showed a significant relationship between OID and EWB, wherein r=0.699, p<0.01. HRP variables proved to be significant as a moderator variable in the relationship between IOD and EWB with changes F value of 46.485, p<0.01 and Adjusted R square moving from 0.486 to 0.552. Additional analysis of the differences in the public and private sectors as well as the Java and Padang did not prove significant.
Key word: employee well-being, organizational identification, human resource practices