(PhD) Senior Human Resources Officer, Ministry of Agriculture, Food And Security Kilimo Complex, 1Kilimo Street, Dar Es Salaam, Tanzania
Online published on 22 January, 2016.
There is still disagreement among scholars regarding the mechanism by which Human Resource (HR) policies and practices lead to organizational performance. Contributing to the debate, this study investigated the mediating role of employee job performance on the relationship between HR strategic orientation and organizational performance in Tanzania State Corporations. Findings indicate that there is no direct relationship between HR strategic orientation and organizational performance. Moreover, path analysis for mediating effect of employee job performance was not performed due to failure to meet the requirements of Baron and Kenny (1986). It is recommended that other mediation tests could be used to detect the effect of HR strategic orientation on organizational performance as mediated by employee job performance
Direct effect, employee job performance, HR strategic orientation, indirect effect, organizational performance
