Exploring the Mediating Role of Organizational Climate in the Relationship Between HRM Practices and HR Outcomes in Malaysia's Public Sector

Mogana Sundaram A/L Rajagopal; Baharu Bin Kemat

doi:10.56982/dream.v3i12.288

Authors

Mogana Sundaram A/L Rajagopal City University, Kuala Lumpur, Malaysia
Baharu Bin Kemat City University, Kuala Lumpur, Malaysia

DOI:

https://doi.org/10.56982/dream.v3i12.288

Keywords:

organizational climate, HRM, public sector, Malaysia

Abstract

This paper explores the mediating role of organizational climate in the relationship between Human Resource Management (HRM) practices and HR outcomes in Malaysia's public sector. It highlights the importance of HRM practices, such as recruitment, training, and performance appraisal, in shaping organizational climate and achieving desired HR outcomes, including employee satisfaction, performance, and retention. Drawing on existing literature, this study proposes a theoretical framework that positions organizational climate as a critical mediator, bridging the gap between HRM practices and employee outcomes. The paper emphasizes the significance of contextual factors unique to Malaysia's public sector and suggests avenues for future empirical research, including longitudinal studies and comparative analyses between public and private sectors. This research aims to contribute to HRM literature and provide actionable insights for policymakers and practitioners to enhance HR strategies and public sector performance in Malaysia.

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