Assessing the Moderating Role of Resilience and Gender in HR Practices and Affective Commitment

Authors

  • Aqdas Nasir M. Phil Scholar, Department of Applied Psychology, National University of Modern Languages Islamabad Campus, Pakistan
  • Dr. Shakira Huma Siddiqui Assistant Professor, Department of Applied Psychology, National University of Modern Languages Islamabad Campus, Pakistan

DOI:

https://doi.org/10.47205/plhr.2022(6-III)52

Keywords:

Affective Commitment, HR Practices, Resilience

Abstract

Employee turnover is a major problem for employers throughout the world. Organizations are seeking ways to increase employees’ loyalty to the job and keep their current workforce. Present study has been conducted to investigate the moderating role of Resilience and gender in the relationship between HR practices and Affective commitment (AC). In this quantitative study data were collected using purposive convenient sampling strategy, information was gathered from 300 participants with (age range 20 to 60 years) from two telecommunication sectors in Rawalpindi, Islamabad. Information on study variables was collected using Brief Resilience Scale, Scale of affective commitment and HR practices scale for measuring Autonomy (AT), Feedback (FB), and Opportunities for Training and Development (OTD). Hypotheses testing was conducted using PROCESS MACRO. Significant and positive impact of HR practices was found on Affective commitment. Similarly, positive impact of resilience was found on affective commitment. Moderated impact of resilience was found in the AT and AC relationship. Future studies may use mixed method to test same model. Moreover, moderating role of workplace harassment in the HR-AC relationship may be tested in future studies.

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Published

2022-09-30

Details

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    PDF Downloads: 68

How to Cite

Nasir, A., & Siddiqui, S. H. (2022). Assessing the Moderating Role of Resilience and Gender in HR Practices and Affective Commitment. Pakistan Languages and Humanities Review, 6(3), 595–606. https://doi.org/10.47205/plhr.2022(6-III)52