Maximizing job performance through HRD mechanisms: An empirical investigation of the mediating role of multidimensional capital using PLS-SEM analysis

Abstract

The primary objective of this study was to investigate the effect of HRD mechanisms on human capital (HC), social capital (SC), and psychological capital (PsyC), and their ultimate impact on job performance (JP). The study collected 201 fully completed questionnaires from nurses, pharmacists, dentists, physicians, and psychologists out of 330 healthcare professionals. The survey questionnaire was used to assess the impact of HRD mechanisms on the three capitals, which are human, psychological, and social, and their effect on job performance. The Smart PLS-SEM software was employed to test the research hypotheses and fit the conceptual model of the research. The results revealed that the dimensions of HRD mechanisms have a significant and positive impact on job performance, and human capital, social capital, and psychological capital have an influential mediating role. The findings can assist healthcare settings in enhancing job performance by focusing on the indicators highlighted in the study. This paper provides empirical evidence supporting the theory of HRD mechanism and its impact on psychological, human, and social capital, ultimately leading to enhanced job performance in the healthcare industry. The study presents a comprehensive comparison lens to examine the relative contribution of HRD mechanisms and the three capitals to healthcare professionals' job performance. This comparison helps to define the roles of each of the capitals in healthcare sectors and advances the development of theories concerning the significant relationship between HRD mechanisms and the three capitals leading to job performance.