Abstract
Orientation: This article presents the characteristics associated with organisational commitment levels and the perception of the effectiveness of human resource (HR) management practices in a South African information technology (IT) company.Research purpose: The objective of this research was to investigate whether there was a significant positive relationship between organisational commitment levels and the effectiveness of HR management practices amongst employees within the IT company along the lines of age, gender, race, educational level and tenure.Motivation for the study: Companies are becoming increasingly interested in the promotion of commitment amongst employees because of the numerous benefits associated with organisational commitment, such as improved employee performance and reduced employee turnover.Research approach/design and method: A quantitative research approach was used and a structured questionnaire, validated from previous studies, consisting of close-ended questions was used. A convenience sampling was used and a sample size of 309 participants was used to collect necessary data. Data were collected and analysed using the Stata V15 statistical analysis software. The results were interpreted with frequencies and percentages using tables and figures.Main findings: The results indicated that a positive relationship between organisational commitment and HR management practices exist. In terms of variables, demographical groups vary.Practical/managerial implications: Mangers need to understand employees’ perceptions and attitudes towards the HR management practices employed in the organisation to determine whether these particular HR management practices achieve desirable outcomes.Contribution/value-add: This study will contribute to an in-depth understanding of the effectiveness of HR management practices in managing the high turnover in organisations and to improve employee commitment in South African IT companies.
Highlights
The effectiveness of human resource (HR) management on organisational commitment has been a key area of research in the past years, and several studies showed that a positive relationship exists between HR management practices and organisational commitment (Şendoğdu, Kocabacak, & Güven, 2013, p. 819)
Demographics and organisational commitment levels With regard to gender, the present study showed that a positive relationship exists between continuance and normative commitment and participants’ gender
The results show that rewards and equal work opportunities have a negative relationship with employees’ levels of commitment
Summary
Main focus of the studyThe effectiveness of human resource (HR) management on organisational commitment has been a key area of research in the past years, and several studies showed that a positive relationship exists between HR management practices and organisational commitment (Şendoğdu, Kocabacak, & Güven, 2013, p. 819). This study is conducted to investigate the relationship between organisational commitment and perceived effectiveness of HR management practices in a South African information technology (IT) company. It is hoped that this study will contribute to an in-depth understanding of the effectiveness of HR management practices in managing the turnover in organisations and to improve employee commitment in South African IT companies. The major challenge is that the company referred in this study has failed to maintain lower employee turnover rates in the past 3 years. The highest number of resignations was recorded during the fiscal year 2018 when 49 employees resigned encompassing of (48.98%) female employees and male employees (51.02%) This becomes a major concern because IT employees have specialised skills and are difficult to replace Employees were searching for a better firm but in this era, companies are striving hard to attract, retain and increase employee commitment (Hassan & Mahmood, 2016, p. 23)
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