Relational High Commitment Human Resource Management Practices and Employee Work Outcomes

Conceptualizing high commitment human resource management (HCHRM) as relational HCHRM, this study examines the effect of HCHRM in terms of selective staffing, training and development participation, promotion opportunity, team work and reward and recognition on the work related outcomes (organizational commitment, organizational citizenship behavior and employee retention) of the employees in the hotel organizations of Bangladesh. The authors conducted a survey involving 365 employees and tested the hypotheses using structural equation modelling analyses. The study results find a positive relationship between relational HCHRM and employee work outcomes. The findings indicate that organizations practicing HCHRM might improve employee relationship and thus get their commitment, induce their citizenship behavior and can retain them. The limitations of the study and directions for future study are mentioned as well.

کلیدواژه ها:

Relational high commitment HRM ، Work outcome ، Hotel organization