Specific HR practices and employee commitment: the mediating role of job satisfaction

Purpose The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indic...

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Bibliographic Details
Published in:Employee relations 2019-04, Vol.41 (3), p.420-435
Main Authors: Mahmood, Arshad, Akhtar, Muhammad Naseer, Talat, Usman, Shuai, Chuanmin, Hyatt, James C
Format: Article
Language:English
Subjects:
Banking industry
Competitive advantage
Developing countries
Economic models
Employee behavior
Employees
Employment
Human resource management
Human resources
Hypothesis testing
Job enrichment
Job satisfaction
Labor relations
LDCs
Mediation
Structural equation modeling
Wages & salaries
Workforce
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Summary:Purpose The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment. Design/methodology/approach The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted. Findings The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment. Research limitations/implications A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries. Practical implications From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment. Originality/value The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.
ISSN:0142-5455
1758-7069
DOI:10.1108/ER-03-2018-0074