中小企业人力资源开发实践对组织承诺的影响研究

F. Otoo
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引用次数: 0

摘要

目的-人力资源开发实践与更大的企业承诺相关联。本研究旨在探讨人力资源开发实务如何影响组织承诺。设计/方法/方法-数据收集自65家中小企业,其中30家为小型企业,35家为中型企业。采用标准化问卷。采用扫描电镜对模型和假设进行检验。研究结果-研究结果表明,人力资源开发实践显著影响情感承诺。人力资源开发实践对持续承诺有显著影响。人力资源开发实践对规范性承诺的影响不显著。研究局限/影响-目前的研究重点是中小企业,可能会限制研究结果的应用范围。实际意义-该研究将帮助中小企业制定工作场所战略、政策和政策,从而极大地提高员工的忠诚度、成就感和满意度,并极大地提高组织的可持续性、保留率和生产力。原创性/价值——本研究通过实证证明人力资源开发实践影响组织承诺,扩展了文献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Examining the Influence of Human Resource Development Practices on Organizational Commitment of Small and Medium Scale Enterprises
Purpose – HRD practices are linked to greater corporate commitment. The purpose of the study was to investigate how HRD practices influences organizational commitment. Design/methodology/approach – Data was collected from 65 SMEs of which 30 were small size enterprises while 35 were medium size enterprises. A standardized questionnaire was used.  SEM was employed in testing the model and hypothesis. Findings– The findings show that affective commitment was significantly influenced by HRD practices. A significant influence of HRD practices on continuance commitment was observed. A non-significant influence of HRD practice on normative commitment was reported.   Research limitations/implications – The present study emphasis on SMEs may limit how broadly the results may be applied. Practical implications – The study will aid SMEs in developing workplace strategies, policies and policies that can immensely improve employee loyalty, fulfillment and satisfaction and inordinately enhance organizational sustainability, retention and productivity. Originality/value – This study extends the literature by demonstrating empirically that HRD practices influence organizational commitment.
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