Abstract
The impact of strategic human resource management on employee commitment in educational institutions is yet to be properly documented. This study investigated the impact of SHRM (strategic fit, role-position fit, intra-functional fit, and cross-functional fit) on employee commitment. Employing a survey research approach, data were collected from 314 employees in tertiary educational institutions in a developing country. A conceptual model was developed and hypotheses were proposed. Using partial least squares structural equation modeling technique, the proposed model explained 40% of employees' affective commitment, about 3% of employees' continuance commitment, and about 7% of employees' normative commitment. The cross-functional fit had the most significant effect on affective commitment. The result also revealed that not all SHRM practices could produce a positive significant effect on employee commitment. This study proposed a conceptual model and contributed to the formulation of HR policy and guidelines in tertiary institutions for improving employee commitment.
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