Research purpose:
This paper aims to propose a research model to examine the relationship between Human Resource Management (HRM) practices, Perceived Supervisor Support, and Organizational Commitment, with Job Satisfaction as a mediator.
Research motivation:
In the tourism industry, where customer service and interaction are key components, equipping employees with the necessary skills and knowledge improves their performance and motivation, thus increasing commitment. Furthermore, the Vietnamese tourism industry is short of labor, particularly after the COVID-19 pandemic. Thus, it is essential to gain the employee’s organizational commitment.
Research design, approach, and method:
We conduct an extant review of relevant studies to propose a research model that examines the relationship between key factor of HRM practices, Perceived Supervisor Support, Organizational Commitment and Job Satisfaction. Measurement scales of variables in the research model were adopted and adapted from previous related studies.
Main findings:
A proposed model assesses the relationship between Human Resource Management practices and Organizational Commitment with Job Satisfaction playing the mediating role. Organizational Commitment follows the three-factor perspective of Meyer and Allen (1991), while Job Satisfaction is measured using Hanaysha and Tahir’s scale (2016). Human Resource Management practices include recruitment and selection, training, rewards and recognition, performance appraisal satisfaction, promotion, and work environment, which are adapted from suitable sources. Additionally, the model includes Perceived Supervisor Support as a factor influencing Organizational Commitment.
Practical/managerial implications:
The proposed model investigates the mediating role of Job Satisfaction between HRM practices and Organizational Commitment.
Keywords: human resources, human resource management practices, organizational commitment, job satisfaction, proposed model
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