Purpose

The purpose of this research is to address the importance of human resource development (HRD) and its resultant climate in an organization. Specifically, the study examines the cause-effect relationship between HRD climate and organisational citizenship behaviour (OCB), as well as the role of organisational trust in this relationship. The study is underpinned by the social exchange theory.

Design/methodology/approach

The study adopted the quantitative research approach and the cross-sectional survey design in data collection. Two hundred seventy-four employees were sampled from the food manufacturing sector, out of which 219 responded. Data was entered using SPSS v.23 and analysed with Pearson’s Product correlation, hierarchical regression analysis and independent t-test. The mediation effect was analysed using Process Macro v 3.5 for SPSS.

Findings

Results indicate that HRD climate has a positive effect on OCB, hence, a predictor. Also, HRD climate was observed to be a predictor of organisational trust and that organisational trust mediates the cause and effect relationship between HRD climate and OCB. This study recommends that management continues to invest in the development of employees as it goes a long way to ensure the survival and growth of the organisation.

Originality/value

To the best of the authors’ knowledge, this study is the first of its kind to examine the interplay between HRD climate, trust and OCBs.

中文翻译：

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信任在人力资源开发氛围与组织公民行为之间的中介作用

目的

这项研究的目的是解决人力资源开发 (HRD) 及其在组织中产生的氛围的重要性。具体而言，该研究考察了人力资源开发氛围与组织公民行为 (OCB) 之间的因果关系，以及组织信任在这种关系中的作用。该研究以社会交换理论为基础。

设计/方法/途径

该研究在数据收集方面采用了定量研究方法和横断面调查设计。从食品制造部门抽取了 274 名员工，其中 219 人做出了回应。使用 SPSS v.23 输入数据，并使用 Pearson 产品相关性、层次回归分析和独立t检验进行分析。使用 SPSS 的 Process Macro v 3.5 分析了中介效应。

发现

结果表明 HRD 气候对 OCB 有积极影响，因此是一个预测因子。此外，人力资源开发气候被观察为组织信任的预测因子，组织信任调节人力资源开发气候与组织公民行为之间的因果关系。这项研究建议管理层继续投资于员工的发展，因为这对确保组织的生存和发展大有帮助。

原创性/价值

据作者所知，这项研究是同类研究中第一项研究 HRD 气候、信任和 OCB 之间相互作用的研究。