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Title HUMAN RESOURCE PRACTICES, JOB EMBEDDEDNESS AND AFFECTIVE COMMITMENT: INVESTIGATING THE ROLE OF WORKPLACE INCIVILITY

Author(s) Aqdas Nasir

Abstract In the twenty-first century, work commitment and high employee retention have emerged as key organizational challenges of any industry. The present study was conducted to investigate the impact of Human Resource Practices in developing Job Embeddedness and Affective Commitment with the moderating role of Workplace Incivility among workers in corporate sector. Data were collected using purposive convenient sampling technique. Participants (N=394) were employees (age range 20 to 60 years), of four telecommunication organizations (Zong, Telenor, Ufone and Nayatel) located in Rawalpindi, Islamabad. To assess the Job Embeddedness, Affective Commitment and Workplace Incivility along with the practices of HR, Job Embeddedness, Affective Commitment, Workplace Incivility, Autonomy, Feedback, Job Security, and Opportunities for Training and Development scales were used. The trend of relationships among study variables were measured using the analysis of Pearson Correlation. PROCESS MACRO (Hayes, 2013) was used to test the hypothesized relationships. The results obtained revealed that the proposed model for the research was validated as the association of HR practices (Autonomy, Job Security and Opportunities for Training and Development) and Job Embeddedness has a significant relationship with each other. In the current study, employee’s Affective Commitment revealed to be developed by the three HR practices (Autonomy, Job Security and Opportunities for Training and Development) specifically. Current study has also shown that the relation between Job Security and Affective Commitment, Autonomy and Job Embeddedness, Autonomy and Affective Commitment, Opportunities for Training and Development and Job Embeddedness as well as Affective Commitment is buffered by Workplace Incivility. With the implementation of the three HR practices in order to have workers who are more emotionally attached to the workplace, the study results will help companies in meeting the targets successfully. The study has proven that the presence of Workplace Incivility at work moderates the effect of Autonomy and Opportunities for Training and Development in developing Affective Commitment in workers. Study has shown that Workplace Incivility neither strengthens nor weakens the association between HR practices and outcome variable Job Embeddedness. To sum up, the research is of enormous significance for organizations in developing Affective Commitment among their employees through the application of suggested HR practices. For future implications, individuals must look for additional HR practices that may aid Affective Commitment as well Job Embeddedness and contribute in employee retention. Future research should focus on psychological, emotional, spiritual as well physical coping mechanisms that employees can use to control the destructive effects of incivility at work, or may tends to contribute in developing Affective Commitment and Job Embeddedness.

Type Thesis/Dissertation

Faculty Social Sciences

Department Psychology

Language English

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