The Impact of Human Resource Practices on NGOs Organizational Performance with Mediation of Information Technology Capability in Yemen NGOs

Aims and objectives. To examine the degree in which the relationship between human resource management practices and organizational performance improvement are mediated by IT Capability in the Yemeni NGOs industry.

Background. Non-governmental Organisations are becoming aware that human resources are an important asset that can provide sustained competitive advantages (Batti, 2013). Successful NGOs recognize the significance of the human element on organizational success and emphasize their development, satisfaction, commitment, and motivation to attain desired objectives.

Design. This quantitative research study used a correlational design. The aim of this study was to understand the relationship between the variables. Therefore, using other quantitative designs such as descriptive, non-experimental, or quasi-experimental would be considered inappropriate.

Methods. The methodology for this research was quantitative. The purpose of this quantitative correlational study was to determine to what extent a relationship exists between HRM Practices and Organisational Performance Improvement. Three quantitative research instruments measured the variables: HRM Practices, Information Technology Capability (ITC), and Organisational Performance Improvement. The quantitative approach “produces results that can be used to describe or note numerical changes in measurable characteristics of a population of interest; generalize to other similar situations; provide explanations of predictions; and explain causal relationship.

Results. The findings of this study show all the variables (Compensation, Recruitment, Training, Employee Participation, Performance Appraisal, and Job Security) predicting Organizational performances are significant. However, most of the relationships with the mediating variable, Information Technology Capability are not supported, except for two relationships training (Training> Information Technology Capability) and job security (job Security> Information Technology Capability).

Conclusions.  The study concludes that most Yemeni NGO employees lack motivation for their Organizational Performance, regardless of their job positions such as senior managers/managers and CEOs/Directors. It is a good indication of Yemen's human capital development, which needs to enhance Human Resource Management Practices factors in critical areas.

Implications. The Task Technology Fit theory supported this study and the Resource-Based View Theory. Combining these theories helped form the conceptual framework that extended the knowledge on Organisational Performance from the Human Resource Management Practices perspective.