Human resource management practices and its impact on organizational commitment

Pages:482-487
Poonam Singh (M.S. College, Motihari, Bihar)

Human Resource Management (HRM) involves all management decision and practices that directly affects the people, or human resources, who work for the organization. Now the world’s economic and social structures have become more connected and reliant upon one another. Therefore it is vital to explore how humans interact within these structures. HRM practices would help managers and policymakers to enable them to integrate and redesign their entities’ in achieving desired objectives and success in global world. The present study is aimed at exploring various HRM practices in private sector organizations and assessing its influence on organizational commitment. The sample consists of total 90 participants selected from private organizations. HRM practices were measured by the scale developed by Geringer, Frayne, and Milliman (2002) and organizational commitment was measured by the scale by Meyer and Allen (1993). Data were analysed by correlation and multiple regressions. Regression result showed that various HRM practices are significantly predicting organizational commitment. Further results and implication of HRM practices will be discussed in final paper.