The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership

Yolanda Masnita, Pipie Puspitasari, Renny Risqiani


AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They  will feel having a maximum job satisfaction. This study examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following  year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for management and company owners to review overall company performance.


Innovation of Human Resources Management Bundle, Psychological Ownership, Job Satisfaction, bankers


Appelbaum, E., Bailey, T., Berg, P., et al. 2000. “Manufacturing Advantage: Why High Performance Systems Pay Off. Cornell University Press, Ithaca, NY.

Ashish Malik, Brendan Boyle, Rebecca Mitchell. 2017. "Contextual ambidexterity and innovation in healthcare in India: the role of HRM”, Personnel Review, Vol. 46 Issue: 7, pp.1358-1380,.

Bissola,R.and Imperatori,B. 2014, “The unexpected side of relationale-HRM : developing trust in the HR department”,EmployeeRelations,Vol.36No.4,pp.376-397.

Boxall, P., Guthrie, J. P. and Paauwe, J. 2016.“Editorial introduction: progressing our understanding of the mediating variables linking HRM, employee well-being and organisational performance”, Human Resource Management Journal,Vol.26 No.2,pp.103-111.

Byrne, Z., Manning, S., Weston, J. and Hochwarter, W. 2017. “All Roads Lead to Well-Being: Unexpected Relationships Between Organizational Politics Perceptions, Employee Engagement, and Worker Well-Being”, Power, Politics, and Political Skill in Job Str.

Chang, A., Chiang, H. and Han, T. 2012. “A multilevel investigation of relationships among brandcentered HRM, brand psychological ownership, brand citizenship behaviors and customer satisfaction”, European Journal of Marketing,Vol.46No.5,pp.626-662.

Fahim, MG Ahmed. 2018. “Strategic Human Resource Management and Public Employee retention, Review of Economics and Political Science, Vol. 3 No. 2, pp. 20-39. DOI: 10.1108/REPS-07-2018-002

Fang Liu, Irene Hau-Siu Chow, Dan Xiao and Man Huang. 2017. Cross-level effects of HRM bundle on employee well-being and job performance. Chinese Management StudiesVol. 11 No. 3, 2017pp. 520-537© Emerald Publishing Limited1750-614XDOI10.1108/CMS-03-2017.

Greg J. Bamber, Timothy Bartram, Pauline Stanton. 2017. “HRM and workplace innovations:formulating research questions”, Personnel Review, Vol. 46 Issue: 7, pp.1216-1227.

Hameed Z, Ikram U Khan, Zaryab S, Tahir I, Muhammad IR, and Rana M Naeem. 2019, “Organizational justice and knowledge sharing behavior”, Personnel Review, Vol. 48 No. 3, pp. 748-773. DOI 10.1108/PR-07-2017-021

Hira Rani, Ghulam Ali Arain, Aneel Kumar, Iram Rani Shaikh. 2018. “Interplay between trust and distrust in the workplace: examining the effect of psychological contract breach on organizational disidentification”, Journal of Asia Business Studies, Vol. 1.

Kehoe, R.R. and Wright, P.M. 2013. “The impact of high-performance human resource practices on employees’ attitudes and behaviors”,Journal of Management,Vol.39No.2,pp.366-391

Liao,H.,Toya,K., Lepak,D.P. and Hong,Y. 2009. “Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality”, Journal of Applied Psychology,Vol.94No.2,pp.371-391.

Liu, F., Chow, I.H.S., Gong, Y. and Wang, H. 2016. “Mediating links between HRM bundle and individual innovative behavior”, Journal of Management & Organization, available at: https://

Margaret Heffernan Brian Harney Kenneth Cafferkey Tony Dundon. 2016. “Exploring the HRM-performance relationship:the role of creativity climate and strategy”, Employee Relations: The International Journal , Vol. 38.

Maria Karanika-Murray, George Michaelides, Stephen J. Wood. 2017. "Job demands, job control, psychological climate, and job satisfaction: A cognitive dissonance perspective Journal of Organizational Effectiveness: People and Performance, Vol. 4 No. 3, pp. 238-255.

Messersmith, J.G., Patel, P.C., Lepak, D.P. and Gould-Williams, J.S. 2011. “Unlocking the black box: exploring the link between high-performance work systems and performance”, Journal of Applied Psychology,Vol.96 No.6, pp.1105-1118.

Nathan, A.B. and Gregory, D.H. 2008. “A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale”, Journal of Vocational Behavior, Vol. 73, pp. 63-77.

O’Driscoll, M., Brough, P., & Kalliath, T. 2006. Work-family conflict and facilitation. In F. Jones, R. J. Burke, & M. Westman (Eds.), Work-life balance. A psychological perspective (pp. 117-142). Hove, East Sussex: Psychology Press

Ofelia Brown, Carmen Paz-Aparicio and Antonio J. Revilla. 2019, Leader’s communication style, LMX and organizational commitment, Leadership & Organization Development Journal, vol. 40 no. 2. DOI: ISSN: 0143-7739.

Pan, X., Qin, Q. and Gao, F. 2014, “Psychological ownership, organization-based self-esteem and positive organizational behaviors”,Chinese Management Studies,Vol.8No.1,pp.127-148.

Parker, S.K., Wall, T.D. and Cordery, J.L. 2017,“Future work design research and practice: towards an elaborated model of work design”, Journal of Occupational and Organizational Psychology, Vol. 74 No.4,pp.413-440.

Pierce, J. L., and Jussila, I. 2011. Psychological ownership and the organizational context: Theory, research, evidence and application. Cheltenham, UK: Edward Elgar.

Romina García-Chas, Edelmira Neira-Fontela, Concepción Varela-Neira. 2016. “High-performance work systems and job satisfaction: a multilevel model”, Journal of Managerial Psychology, Vol. 31 Issue: 2, pp.451-466.

Schwaer, C., Biemann, T. and Voelpel, S. 2012. “Antecedents of employee’s preference for knowledge-sharing tools”, The International Journal of Human Resource Management, Vol. 23 No. 17, pp. 3613-3635.

Susana de Juana-Espinosa and Anna Rakowska. 2018. "Public sector motivational practices and their effect on job satisfaction: country differences", European Journal of Management and Business Economics, Vol. 27 Issue: 2, pp.141-154

Sununta Siengthai, Patarakhuan Pila-Ngarm. 2016. “The interaction effect of job redesign and job satisfaction on employee performance”, Evidence-based HRM: a Global Forum for Empirical Scholarship, Vol. 4 Issue: 2, pp.162-180.

Victoria Bellou & Andreas Andronikidis. 2017. "Organizational service orientation and job satisfaction: A multidisciplinary investigation of a reciprocal relationship", EuroMed Journal of Business, Vol. 12 Issue: 1, pp.73-86

Wagner, S.H., Parker, P. and Christiansen, N.D. 2003. “Employees that think and act like owners: effects of ownership beliefs and behaviors on organizational effectiveness”, Personnel Psychology, Vol. 56 No. 4, pp. 847-871.

Wright, P.M. and Boswell, W.R. 2002. “Desegregating HRM: a review and synthesis of micro and macro human resource management research”, Journal of Management, Vol. 28 No. 3, pp. 247-276.



  • There are currently no refbacks.

Copyright (c) 2019 Journal of Economics, Business & Accountancy Ventura (JEBAV)

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

Abstracting & Indexing



Hasil gambar untuk ccbyncsa

Copyright @ 2010 Pusat Penelitian dan Pengabdian Masyarakat Sekolah Tinggi Ilmu Ekonomi (PPPM STIE)