Open AccessHow Do Organizational Commitment and Work Engagement Mediate Between Human Resource Management Practices and Job Performance?
Author(s) -
Quaisar Ijaz Khan,
Raheel Mumtaz,
Muhammad Rehan
Publication year - 2021
Publication title -
review of economics and development studies
Language(s) - English
Resource type - Journals
eISSN - 2519-9706
pISSN - 2519-9692
DOI - 10.47067/reads.v7i3.403
Subject(s) - organizational commitment , stratified sampling , social exchange theory , human resource management , structural equation modeling , knowledge management , work engagement , human resources , psychology , public sector , business , organizational behavior and human resources , resource dependence theory , work (physics) , public relations , social psychology , management , political science , computer science , engineering , economics , mathematics , mechanical engineering , statistics , law , machine learning
The main goal of this study is to empirically determine the mediating roles of organizational commitment and work engagement between the relationship of human resource management practices and job performance of the faculty members working in public sector universities of Pakistan. Data were obtained by self-administrated questionnaire. This study used stratified random sampling. Structural Equation Modeling (SEM) has been applied by using SMART PLS registered version 3; to test the statistical model. The study found that work engagement and affective organizational commitment has partially mediating relationship with human resource management practices and job performance. Social Exchange Theory used as under pinning theory to develop theoretical model. Data were collected from 247 faculty member working in public sector universities of Pakistan.