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The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee's Affective Commitment

Author

Listed:
  • Arif Partono Prasetio

    (Telkom University, Bandung, Indonesia Author-2-Name: Romat Saragih Author-2-Workplace-Name: School of Communications & Business, Telkom University, Bandung, Indonesia Author-3-Name: Bachruddin Saleh Luturlean Author-3-Workplace-Name: School of Communications & Business, Telkom University, Bandung, Indonesia Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)

Abstract

Objective - Employees' perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization's commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance.Methodology/Technique - This survey was conducted between February � May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables.Finding - The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship.Novelty - Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper - Empirical

Suggested Citation

  • Arif Partono Prasetio, 2016. "The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee's Affective Commitment," GATR Journals jmmr231, Global Academy of Training and Research (GATR) Enterprise.
    • Handle: RePEc:gtr:gatrjs:jmmr231
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    References listed on IDEAS

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    1. Pohl, Sabine & Vonthron, Anne-Marie & Closon, Caroline, 2019. "Human resources practices as predictors of organizational citizenship behaviour: The role of job breadth and organizational support," Journal of Management & Organization, Cambridge University Press, vol. 25(2), pages 224-238, March.
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    3. Ian R. Hodgkinson & Paul Hughes & Zoe Radnor & Russ Glennon, 2018. "Affective commitment within the public sector: antecedents and performance outcomes between ownership types," Public Management Review, Taylor & Francis Journals, vol. 20(12), pages 1872-1895, December.
    4. Hong T.M. Bui & Gordon Liu & Sarah Footner, 2016. "Perceptions of HR practices on job motivation and work-life balance," International Journal of Manpower, Emerald Group Publishing Limited, vol. 37(6), pages 1004-1023, September.
    5. Vânia Carvalho & Maria Chambel, 2014. "Work-to-Family Enrichment and Employees’ Well-Being: High Performance Work System and Job Characteristics," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 119(1), pages 373-387, October.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance.;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M13 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - New Firms; Startups
    • M19 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Other

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