Résumé

A quantitative survey with 164 employees of a town hall in Switzerland reveals that only 35 HR practices out of 150 are linked to employee commitment. HR practices are more linked to normative commitment than to affective or continuance commitment. Normative commitment depends on employees’ job and work relations, and to indirect compensation. Affective commitment also depends on the job and work relations, and on vertical communication, but not on indirect compensation. Continuation commitment is negatively linked to hiring, performance management and work place. Performance management, training & development and career have no positive impact. Our results complement research but also differ from other studies since HR practices’ impact on commitment depends on the organizational activity/business and culture as well as on local culture.

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