Employee Perception of HRM Practices:Impact on Commitment to the Organization

The highly competitive environment of today’s business organizations underlines the importance of developing an efficient and productive work force and then retaining it. Research has identified various factors affecting employee retention and employee commitment which has emerged as a significant contributor towards an employee’s decision to stay or leave an organization. Human Resource Management Practices (HRMPs) of an organization is an important post-entry variable that can affect the commitment of the employees towards their organization. The evidence in the literature suggests that it was not the human resource practices per se but the perceptions of the employees regarding those practices that actually affected their commitment to their workplace. The present study has attempted to investigate three dimensions of employees’ perceptions, perceptions of fairness, perceptions of effectiveness, and perceptions of support (FES) of HRMPs of their organization and its relation with their Organizational Commitment (OC). The sample comprised of bank officers of private banks in the Lahore region. The descriptive statistics depicted a significant positive correlation between all three perceptions of HRMPs and OC while regression analyses showed that the perception of effectiveness of HRMPs was the most significant predictor of organizational commitment followed by the perception of support.