HRM Practices and Organizational Commitment: A Study about IT Employees from Chinese Private-Owned Enterprises

Abstract

Due to the high turnover rates and costs, organizations of information technology (IT) industry have shifted from perceiving employees as a replaceable workforce to seeing them as a valued asset. Attracting, managing and retaining valuable employees become urgent to Chinese private-owned IT enterprises in this competitive environment. The aim of this paper was to distinguish the perceptions of Chinese employees on HRM practices adopted by private-owned IT enterprises and investigated the effect of these practices on organizational commitment using the sample of 610 IT employees in total. Results of exploratory factor analysis indicated that there were 4 dimensions, labeled information sharing, training and development, recruitment and selection, and compensation management, reflecting perceived HRM practices of private-owned IT enterprises. Confirmatory factor analysis confirmed the dimensionality. The hypotheses that the above practices had positive effect on IT employees' organizational commitment were partially supported by hierarchical regression analysis.

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