Determining relationship between strategic human resource management practices and organizational commitment

Due to high involvement of human resource management (HRM), it has been a challenge for the organization to manage the external turbulence like war or government policy changes. This makes the HRM department play a crucial role to manage their employees together with the welfare of the organization....

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Main Authors:	Al Adresi, Alaeldeen, Mohd Ridzuan, Darun
Format:	Article
Language:	English English
Published:	InTech 2017
Subjects:	HD28 Management. Industrial Management
Online Access:	http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/1/Determining%20relationship%20between%20strategic%20human%20resource%20management%20practices%20and%20organizational%20commitment.pdf http://umpir.ump.edu.my/id/eprint/24166/7/Determining%20relationship%20between%20strategic%20human%20resource.pdf

id	ump-24166
recordtype	eprints
spelling	ump-241662019-03-15T02:45:02Z http://umpir.ump.edu.my/id/eprint/24166/ Determining relationship between strategic human resource management practices and organizational commitment Al Adresi, Alaeldeen Mohd Ridzuan, Darun HD28 Management. Industrial Management Due to high involvement of human resource management (HRM), it has been a challenge for the organization to manage the external turbulence like war or government policy changes. This makes the HRM department play a crucial role to manage their employees together with the welfare of the organization. The main purpose of the article is to investigate the relationship between strategic HRM (SHRM) practices and organizational commitment (OC). Hypothesis was developed considering seven key SHRM practices and OC and subsequently testing based on data from 52 oil and gas companies in Libya. The findings using structural equation modeling revealed that employees are more committed to the organization when they get best SHRM. Internal career ladders on job training and pay for performance were the key SHRM practices identified that influence employee’s commitment toward the organization. Further, it was shown that the employees are more concerned of their job security and dynamic working environment. Employees with the help of organizational support will be able to contribute to enhance OC. InTech 2017 Article PeerReviewed pdf en http://umpir.ump.edu.my/id/eprint/24166/1/Determining%20relationship%20between%20strategic%20human%20resource%20management%20practices%20and%20organizational%20commitment.pdf pdf en cc_by_4 http://umpir.ump.edu.my/id/eprint/24166/7/Determining%20relationship%20between%20strategic%20human%20resource.pdf Al Adresi, Alaeldeen and Mohd Ridzuan, Darun (2017) Determining relationship between strategic human resource management practices and organizational commitment. International Journal of Engineering Business Management, 9. pp. 1-9. ISSN 1847-9790 https://doi.org/10.1177%2F1847979017731669 https://doi.org/10.1177%2F1847979017731669
repository_type	Digital Repository
institution_category	Local University
institution	Universiti Malaysia Pahang
building	UMP Institutional Repository
collection	Online Access
language	English English
topic	HD28 Management. Industrial Management
spellingShingle	HD28 Management. Industrial Management Al Adresi, Alaeldeen Mohd Ridzuan, Darun Determining relationship between strategic human resource management practices and organizational commitment
description	Due to high involvement of human resource management (HRM), it has been a challenge for the organization to manage the external turbulence like war or government policy changes. This makes the HRM department play a crucial role to manage their employees together with the welfare of the organization. The main purpose of the article is to investigate the relationship between strategic HRM (SHRM) practices and organizational commitment (OC). Hypothesis was developed considering seven key SHRM practices and OC and subsequently testing based on data from 52 oil and gas companies in Libya. The findings using structural equation modeling revealed that employees are more committed to the organization when they get best SHRM. Internal career ladders on job training and pay for performance were the key SHRM practices identified that influence employee’s commitment toward the organization. Further, it was shown that the employees are more concerned of their job security and dynamic working environment. Employees with the help of organizational support will be able to contribute to enhance OC.
format	Article
author	Al Adresi, Alaeldeen Mohd Ridzuan, Darun
author_facet	Al Adresi, Alaeldeen Mohd Ridzuan, Darun
author_sort	Al Adresi, Alaeldeen
title	Determining relationship between strategic human resource management practices and organizational commitment
title_short	Determining relationship between strategic human resource management practices and organizational commitment
title_full	Determining relationship between strategic human resource management practices and organizational commitment
title_fullStr	Determining relationship between strategic human resource management practices and organizational commitment
title_full_unstemmed	Determining relationship between strategic human resource management practices and organizational commitment
title_sort	determining relationship between strategic human resource management practices and organizational commitment
publisher	InTech
publishDate	2017
url	http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/ http://umpir.ump.edu.my/id/eprint/24166/1/Determining%20relationship%20between%20strategic%20human%20resource%20management%20practices%20and%20organizational%20commitment.pdf http://umpir.ump.edu.my/id/eprint/24166/7/Determining%20relationship%20between%20strategic%20human%20resource.pdf
first_indexed	2023-09-18T22:36:26Z
last_indexed	2023-09-18T22:36:26Z
_version_	1777416627066765312

Determining relationship between strategic human resource management practices and organizational commitment

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