The Dawn of Paternal HR: An Exploratory Study Using System Dynamics Approach

The Dawn of Paternal HR: An Exploratory Study Using System Dynamics Approach

Muhammad Abdullah (University of Central Punjab, Lahore, Pakistan) and Salman Iqbal (University of Central Punjab, Lahore, Pakistan)
Copyright: © 2018 |Pages: 18
DOI: 10.4018/IJSDA.2018010102
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Abstract

The purpose of this article is to explore and investigate the effects of paternal HR practices on the employee behavior outcomes. There is dearth of knowledge research on paternal HR practices in Pakistan, its effect on employee outcomes and organizational performance. The authors have applied a system dynamic approach to explore the interactive effects of paternal HR practices on employee behavior. The paternal HR practices effect the employee job quitting intentions. The paternal HR practices improve the employee loyalty and commitment towards the manager and organization. It induces selfless employee behavior, enhances leader identification, increases social exchange, and fosters the trust. Trust and loyalty bonds an employee in psychological relation with an organization and a manager, leading to employee commitment. The better role identification leads to improved employee performance. Nonetheless, the proposed system of paternal HR practices helps the organizations influence employee behavior strategically, which can help reduce employee turnover. The value of this article lies in the understanding gained about the interactive effects of paternal HR practices on employee resignation with the help of system modeling and learning from the simulation outcomes.
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2. Paternalism

We tend to focus our research on soft human resource practices and based on this we carefully selected the three components of paternalism that are described as paternal HR practices called 1) Benevolence: (2) Morality and Libertarian Paternalism. The following section we discuss in detail the components of paternalism.

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