Abstract
The article aimed to examine moderating effects of organizational
commitment between sustainable human resources practices and the
performance of employees. Human resources management (HRM)
practices and employees commitment leading to enhance employee
performance were fragmented and tangled in resource-based view
which needs exploration. This study intends to measure the effect of
recruitment and selection, training and development, compensation
and rewards and performance appraisal on employee performance.
The researchers have selected the cross-sectional research design.
Instruments were validated over Cronbach's alpha and exploratory
factor analysis using the average variance extracted and composite
reliabilities values. It was found that organizational commitment act
as moderator between the human resources practices and employee
performance. This study is a valuable extension of the resource-based
view theory, HRM practices and performance over commitment as a
moderator. This study successfully validated RBV theory in Pakistan’s
context by providing significant outcomes.
Saqib Yaqoob Malik , Naveed Khan, Cao Yukun . (2020) THE EFFECTS OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE: THE MODERATING ROLE OF ORGANIZATIONAL COMMITMENT, Gomal University Journal of Research, Volume 36, Issue1.
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