Human Resources Practices and Organizational Commitment: Connecting the Constructs in a Public Organization

Abstract

Purpose: This article aims to describe and analyze the relationship between human resources practices and organizational commitment in a large public urban sanitation company. Originality/value: It has been found that most human resources practices significantly influence organizational commitment, showing that the affective and normative commitment is the most affected and, on a weaker scale, there is the continuance commitment. Design/methodology/approach: The survey was conducted with 349 employees whose formulated hypotheses were verified by multiple regression. Findings: The results indicated a predominance of affective commitment of employees, greater agreement with the practice of human resources associated with benefits and disagreement with the career planning regarding the policies related to the internal selection process, self-development, compensation policy and the promotion process. The multiple regression analysis allowed to confirm the hypotheses postulated, revealing a more significant positive relationship between human resources practices with the types of affective and normative commitment when compared to the continuance commitment. Organizational commitment of the affective type proved to be positively influenced by the human resources practices associated with career planning and benefits, while the commitment of the normative type was positively more induced by the human resources practice related to training and development. Despite the fact that the article revealed results that contribute to the academy, future research must be carried out to improve the relationship between the constructs treated in this study.

The effect of human resource development on job performance mediated by organizational commitment and job satisfaction on the North Konawe Police Resort Personnel

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Consultoria em Recursos Humanos: A Essencialidade do Consultor no Âmbito do Campo Organizacional e Produtivo Das Empresas na Atualidade

“…A década de 1990 trouxe muitas inovações no campo da tecnologia, tais quais como: difusão da internet, sendo que a informação passou a circular com intensa rapidez, a era do conhecimento foi explicitada pelas transformações dentro da sociedade e no mundo dos relacionamentos assim como no âmbito da produtividade no campo do trabalho (AZZELLINI et al, 2019). Dentro dessa perspectiva os processos de ordem organizacionais tornaram-se mais importantes do que os órgãos que constituem a organização (OLIVEIRA, 2020).…”

“…Tais técnicas são utilizadas quando houver necessidade de transmissão de conceitos, conhecimentos teóricos e funcionalidades qualificativas para o bom funcionamento do trabalho. A função do consultor é de fundamental importância na perspectiva de que é uma atividade laborativa que coordena as demais, dando norte a algumas outras, corrigindo e direcionando todo o entorno do ambiente coorporativo (OLIVEIRA, 2020).…”

People Management Practices, Managerial Innovation, and Organizational Commitment Profiles

“…Regarding OC in public organizations, the predominance of affective OC is highlighted, related to aspects such as the organization's significance to the employee and interest in expending efforts in favor of the organization, based on results in a federal university (Campos et al, 2009;Oliveira & Honório, 2020;Pinho et al, 2020a;Rocha & Honório, 2015). On the other hand, studies are observed that also indicate the presence of the normative (Vespasiano & Mendes, 2017) and continuance dimensions (Rocha & Ceretta, 2013) in public organizations, respectively associated with the obligation to remain derived from organizational norms and values, and with the evaluation of lost stability and Adauto de Vasconcelos Montenegro / Ana Paula Moreno Pinho / Antonio Caubi Ribeiro Tupinambá other advantages.…”