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The influence of high commitment HR practices on employees’ behaviors under perceived organizational support and affective commitment

Author

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  • Ansa Bajwa

    (UmT, Lahore, Pakistan)

Abstract

Employee engagement and employee’s innovative work behavior is extremely necessary for all organizations in this technological era of time. Organizational development and competency depends upon the employee’s innovation and productive behavior. A model has been developed that suggests the connection between high commitment HR practices and affective commitment with employee engagement and innovative work behavior where perceived organizational support has the moderating effect between the relationship of HCHRPs and affective commitment. The study has been conducted using a sample of 209 respondents. Respondents work as middle staff, management, top management and executive management in corporate sectors.

Suggested Citation

  • Ansa Bajwa, 2019. "The influence of high commitment HR practices on employees’ behaviors under perceived organizational support and affective commitment," Journal of Human Resource Management, Comenius University in Bratislava, Faculty of Management, vol. 22(2), pages 52-69.
    • Handle: RePEc:cub:journl:v:22:y:2019:i:2:p:52-69
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    File URL: https://www.jhrm.eu/2019/12/52-the-infulence-of-high-commitment-hr-practices-on-employees-behaviors-under-perceived-organizational-support-and-affective-commitment/
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    More about this item

    Keywords

    innovative work behavior; employee engagement; perceived organizational support; high commitment HR practices; affective commitment and organizational management;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation

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