Human resource management practices and organizational commitment

A comprehensive review (2001-2016)

Badrinarayan S. Ramaprasad, K. P. Nandan Prabhu, Sethumadhavan Lakshminarayanan, Yogesh P. Pai

Research output: Contribution to journalArticle

8 Citations (Scopus)

Abstract

The primary purpose of this study was to synthesize empirical findings of studies that have investigated the relationship between HRM practices and organizational commitment (OC). We adopted a comprehensive review that covers empirical research on HRM - OC relationship, which was published between 2001 and 2016 in international peer-reviewed journals. A total of 63 empirical articles were included in this review. We adopted the content analysis method to synthesize the empirical findings on HRM - OC relationship and research methods adopted. Majority of the studies provided evidence of a positive association between HRM practices and OC. Evidence from this review pointed towards a significant mediating effect that the construct of OC exercised between HRM practices and different employee and organizational outcomes. Also, this review found support for an indirect relationship between HRM practices or systems and OC mediated by organizational environment characterized by factors such as, for example, work engagement, satisfaction with work, person - organization fit, and an enabling organizational climate.

Original languageEnglish
Pages (from-to)7-23
Number of pages17
JournalPrabandhan: Indian Journal of Management
Volume10
Issue number10
Publication statusPublished - 01-10-2017

Fingerprint

Human resource management practices
Organizational commitment
HRM practices
Organizational environment
Peers
Organizational climate
Organizational outcomes
Work engagement
Mediating effect
Research methods
Empirical research
Factors
Content analysis
Employees
Person-organization fit

All Science Journal Classification (ASJC) codes

  • Business, Management and Accounting(all)

Cite this

@article{831c0481903f45479dc33823bbf0a842,
title = "Human resource management practices and organizational commitment: A comprehensive review (2001-2016)",
abstract = "The primary purpose of this study was to synthesize empirical findings of studies that have investigated the relationship between HRM practices and organizational commitment (OC). We adopted a comprehensive review that covers empirical research on HRM - OC relationship, which was published between 2001 and 2016 in international peer-reviewed journals. A total of 63 empirical articles were included in this review. We adopted the content analysis method to synthesize the empirical findings on HRM - OC relationship and research methods adopted. Majority of the studies provided evidence of a positive association between HRM practices and OC. Evidence from this review pointed towards a significant mediating effect that the construct of OC exercised between HRM practices and different employee and organizational outcomes. Also, this review found support for an indirect relationship between HRM practices or systems and OC mediated by organizational environment characterized by factors such as, for example, work engagement, satisfaction with work, person - organization fit, and an enabling organizational climate.",
author = "Ramaprasad, {Badrinarayan S.} and {Nandan Prabhu}, {K. P.} and Sethumadhavan Lakshminarayanan and Pai, {Yogesh P.}",
year = "2017",
month = "10",
day = "1",
language = "English",
volume = "10",
pages = "7--23",
journal = "Prabandhan: Indian Journal of Management",
issn = "0975-2854",
publisher = "Associated Management Consultants Private Limited",
number = "10",

}

Human resource management practices and organizational commitment : A comprehensive review (2001-2016). / Ramaprasad, Badrinarayan S.; Nandan Prabhu, K. P.; Lakshminarayanan, Sethumadhavan; Pai, Yogesh P.

In: Prabandhan: Indian Journal of Management, Vol. 10, No. 10, 01.10.2017, p. 7-23.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Human resource management practices and organizational commitment

T2 - A comprehensive review (2001-2016)

AU - Ramaprasad, Badrinarayan S.

AU - Nandan Prabhu, K. P.

AU - Lakshminarayanan, Sethumadhavan

AU - Pai, Yogesh P.

PY - 2017/10/1

Y1 - 2017/10/1

N2 - The primary purpose of this study was to synthesize empirical findings of studies that have investigated the relationship between HRM practices and organizational commitment (OC). We adopted a comprehensive review that covers empirical research on HRM - OC relationship, which was published between 2001 and 2016 in international peer-reviewed journals. A total of 63 empirical articles were included in this review. We adopted the content analysis method to synthesize the empirical findings on HRM - OC relationship and research methods adopted. Majority of the studies provided evidence of a positive association between HRM practices and OC. Evidence from this review pointed towards a significant mediating effect that the construct of OC exercised between HRM practices and different employee and organizational outcomes. Also, this review found support for an indirect relationship between HRM practices or systems and OC mediated by organizational environment characterized by factors such as, for example, work engagement, satisfaction with work, person - organization fit, and an enabling organizational climate.

AB - The primary purpose of this study was to synthesize empirical findings of studies that have investigated the relationship between HRM practices and organizational commitment (OC). We adopted a comprehensive review that covers empirical research on HRM - OC relationship, which was published between 2001 and 2016 in international peer-reviewed journals. A total of 63 empirical articles were included in this review. We adopted the content analysis method to synthesize the empirical findings on HRM - OC relationship and research methods adopted. Majority of the studies provided evidence of a positive association between HRM practices and OC. Evidence from this review pointed towards a significant mediating effect that the construct of OC exercised between HRM practices and different employee and organizational outcomes. Also, this review found support for an indirect relationship between HRM practices or systems and OC mediated by organizational environment characterized by factors such as, for example, work engagement, satisfaction with work, person - organization fit, and an enabling organizational climate.

UR - http://www.scopus.com/inward/record.url?scp=85030857539&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=85030857539&partnerID=8YFLogxK

M3 - Article

VL - 10

SP - 7

EP - 23

JO - Prabandhan: Indian Journal of Management

JF - Prabandhan: Indian Journal of Management

SN - 0975-2854

IS - 10

ER -