DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT

Aizzat Mohd. Nasurdin · Mohamad Abdullah Hemdi · Lye Phei Guat

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

This study examines a model involving Human Resource Management (HRM) practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development) will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal) and commitment. Theoretical and managerial implications are suggested.

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1993Research methods for business: A skill building approach 2017Exchange and Power in Social Life 1960The Norm of Reciprocity: A Preliminary Statement 1990The measurement and antecedents of affective, continuance and normative commitment to the organization 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1979The measurement of organizational commitment 2002Perceived organizational support: A review of the literature.1990A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.

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