High - Low Engaged Employee Commitment and Citizenship Behaviour Examined with Moderated Mediation

Abstract

This study examines the mediating and moderating variables through which human resource management practices are linked with behavioral outcomes. We developed and tested a moderated mediation model linking perceived HR practices to organizational commitment and citizenship behavior. Drawing upon the AMO framework that assumes HR bundles to influence outcomes, we explore through social exchange theory and self-determination theory the moderating effect of level of engagement and mediating effect of organizational commitment on HR practices and organization citizenship relation. The data of 401 employees working in government hospitals in India support this model. The findings suggest that the level of engagement of employees influences the relationship of HR practices on organization commitment which has been observed with the interaction effect. The implications for practitioners are discussed.