AN INTEGRATED HUMAN RESOURCE MANAGEMENT MODEL FOR SELECTED PROVINCIAL LEGISLATURES OF SOUTH AFRICA
AN INTEGRATED HUMAN RESOURCE MANAGEMENT MODEL FOR SELECTED PROVINCIAL LEGISLATURES OF SOUTH AFRICA

Summary/Abstract: An integrated human resource management is significant, especially in provincial legislatures serving the same constituency. As it significantly reduces competition, while increasing levels of motivation, engagement and satisfaction, and reducing the rate of turnover intention. The aim of the study was to design an integrated HRM model. This study employed the quantitative approach. A questionnaire was distributed to a sample of 108 respondents selected through a systematic sampling from two selected provincial legislatures (Limpopo and Mpumalanga) of South Africa with ninety questionnaires returned. Data was analysed using a Statistical Package for Social Sciences (SPSS) version 22 and AMOS 18. Findings for (H1) and (H2) revealed that there was a significant and positive relationship between the differential application of HRM policies and practices, and extrinsic motivation and intrinsic motivation with Path Coefficients output (𝛽𝛽 = 0.520, 𝑃𝑃<0.05) and (𝛽𝛽 = 0.383, 𝑃𝑃<0.05), respectively. Null hypotheses for both hypotheses not supported. The results for (H3) and (H4) indicated that the differential application of HRM policies and practices contribute significantly to turnover intention levels and to employee engagement with Path Coefficients output (𝛽𝛽 =-0.259, 𝑃𝑃<0.05) and (𝛽𝛽 = 0.438, 𝑃𝑃<0.05), respectively. Null hypotheses not supported. However, (H5) on the differential application of HRM policies and practices makes no significant contribution to employee satisfaction levels produced a Path Coefficient output (𝛽𝛽= 0.049, 𝑃𝑃>0.05), Null hypothesis supported. The results will enable management to find strategies in applying HRM policies and practices equally. The study contributed to academic literature in respect of the integration of HRM.

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