Abstract
In this paper, we investigated the impact of Human Resource Management (HRM) practices on the affective,continuance, and normative organizational commitment among employees in the banking sector in Kuwait. Thestudywas conducted across permanent, full-time, and part-time employees (managers and non-managers) of fivelarge private banks in Kuwait. Both Exploratory Factor Analysis (EFA) and hierarchical regression analyseswere used to draw the relationship between these variables. The results showed that fifty percent of the variablesconfirmed previous studies and the remaining fifty percent did not support these studies due to factors such asculture and values. The results have a great implication for both the banking industry in Kuwait and internationalbusiness.
Highlights
Empirical studies are still needed to detangle the factors leading to organizational commitment
In this paper, we investigated the impact of Human Resource Management (HRM) practices on the affective, continuance, and normative organizational commitment among employees in the banking sector in Kuwait
The studywas conducted across permanent, full-time, and part-time employees of five large private banks in Kuwait. Both Exploratory Factor Analysis (EFA) and hierarchical regression analyses were used to draw the relationship between these variables
Summary
Empirical studies are still needed to detangle the factors leading to organizational commitment. Based on the deficiency of the prior research, this study attempts to add a valued work to explain the causal linkage between HRM practices and employees’ affective, normative, and continuance commitment, supplemented with more appropriate statistical methods to conduct this causal reasoning. The objective of the present study is to explore the underlying processes and the mechanisms by which HR practices exert influence on employees’ commitment.
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