Human resources management and job involvement: evidence from the non-profit sector in Palestine

Abstract

The purpose of this study is to examine the effect of human resources management practices on job involvement in a non-profit organisation in Palestine. Most of the previous studies that examined the HRM-job involvement relationship were conducted in the business setting and were investigated from a HR officers' points of view. This study examines this relationship from employees' perspective in the non-profit sector. The study employed descriptive and analytical methods to examine the topic of the study. The population of this study included all the employees working in a Palestinian non-profit 'Maan Development Center'. 400 questionnaires were distributed, and 267 questionnaires were returned and were usable for statistical purposes. Multiple regression results showed that of seven HRM practices, only five practices were significant and influenced job involvement (job analysis, recruitment, performance appraisal, career management and job security). Job security was found to be the most predicting factor of job involvement. The paper recommends non-profits managers and policymakers to invest in HRM practices as they promote positive employee's attitudes and higher job involvement. This study is the first of its type in the non-profit sector and contributes to the empirical body of HRM practices in general and non-profits research in particular.