Abstract

 
 
 The study aims to investigate the impact of participation in decision-making (PDM) and perceived organizational support (POS) on affective commitment in machinery enterprises. The study applies structural equation modeling (SEM) to test the research hypotheses. The authors surveyed 220 employees who work in machinery enterprises to collect data for the research. The study results indicate that both PDM and POS positively impact affective commitment. The findings provide empirical evidence to support the theoretical models that PDM and POS have a positive effect on affective commitment. The findings have implications for management theory: PDM and POS are the key antecedents of affective commitment. The findings also have implications for practical management in the machinery enterprises that managers should practice both PDM and POS to increase affective commitment.
 
 
Highlights
Human resource management is playing a more important role in enterprise achievement
Employees could participate in decision making for all stages of the work process, and a high level of participation in decision-making (PDM) is correlated with higher organizational commitment, lower turnover and higher job performance (Scott-Ladd et al, 2006)
Törner et al (2017) stated that belief is a basis for affective commitment; the trust of the employees in the manager will be built on the foundation of the relationship between the employees’ belief in organization and affective commitment; a high support level from the organization creates an obligation in the employee to commit to the organization, but is expressed in behaviors that attempt to meet the goals of the organization
Summary
Human resource management is playing a more important role in enterprise achievement. According to Northouse (2004), employees pay attention to their job performance and will commit to their organization if the managers recognize their contribution in decision making to improve the work process. Through a pilot study of employees about the above problems, the authors find that the key factors causing conflict are failure on the part of management to comprehend the thoughts and difficulties of employees, which leads to their working inefficiently. The enterprises are not concerned with employees’ well-being and do not recognize employees’ achievements These problems show evidence that the machinery enterprises do not have good practice management related to PDM and POS. The authors will offer suggestions about how to improve workers’ PDM and perceptions of organizational support to increase the affective commitment of employees at businesses that produce machines in Hochiminh City
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
