Exploring the relationship between high-involvement human resource practices and affective commitment within non-Western service context

Abstract

This paper aims to examine the effect of high-involvement human resource (HR) practices on employees' affective commitment. Survey data were collected from 300 front-line employees working in a Turkish holding company providing financial services. Data were analysed by structural equation modelling. In contrast to the findings of previous research, this study found that the sub-components of high-involvement HR practices do not collectively influence employees' affective commitment, but employees' perceptions regarding the fairness of rewards mediate the joint effect of recognition, empowerment, and competence development practices on employees' affective commitment. This study contributes to the literature by examining the causal relationship between high-involvement HR practices and employee affective commitment within non-Western service context. Although the significant effect of high-involvement HR practices on employee commitment has already been demonstrated by previous research, testing this relationship in a different cultural context is important for understanding the universality of this association.