Abstract
Affective organizational commitment is defined as the employee's positive emotional attachment to the organization. Perceived organizational support (POS) is the degree to which employees believe that their organization values their contributions and cares about their well-being and fulfills socioemotional needs.[An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. Career-related Human Resource Management Practices and Perceived Organizational Support are factors that influence Affective Organizational Commitment. The objective of this study was to identify the level of influence of four career-related human resource management practices such as career development opportunities, supervisory support, internal promotion and pay satisfaction and Perceived Organizational Support on affective organizational commitment in Administrative and Financial employees in 15 national universities, 8 postgraduate institutes and 9 other institutes in Sri Lanka. The primary categories of the sample were Administrative Officers and Financial Officers. A questionnaire survey was conducted to procure data. Pearson correlation analysis and the linear regression analysis were used to analyze the results. According to the results, there is a positive relationship between affective organizational commitment and the career related human resource management practices (career development opportunities, internal promotion, supervisory support and pay satisfaction) Further a positive relationship was also observed between perceived organizational support and the affective organizational commitment individually as well as in combination with the career related human resource management practices. Therefore, it is recommended to give a high priority to promote 'perceived organizational support', to make employees feel that they are supported by their institutions, encourage more support from the superiors, and promote the Internal Promotional schemes.
Highlights
The globalization, complexity and the diversity of the labor market, advancement of information and communication technology, constantly changing customer demands etc. make today’s organizations increasingly competitive
Universities are seen to be forced into the market place in ways that are reshaping them in their purposes and in the knowledge they create and disseminate” Rhoades & Eisenberger, 2002)
Perceived organizational Support and the Career related Human Resource Practices are significant in this regard
Summary
The globalization, complexity and the diversity of the labor market, advancement of information and communication technology, constantly changing customer demands etc. make today’s organizations increasingly competitive. According to Morrison (1996), the employee employer relationship is affected with how an organization manages its human resources and its human resource management practices. According to Harter, Schmidt, and Hayes (2002), effective management of organizations human resources would be able to generate and increase knowledge, motivation, synergy, and commitment which create a sustained competitive advantage for the organizations. The role of the affective organization commitment of the employees of the Administrative category is significant for a study. Perceived organizational Support and the Career related Human Resource Practices are significant in this regard.
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