Line managers’ role in HR on employees’ affective commitment to the organization
Master thesis
Permanent lenke
https://hdl.handle.net/11250/3040429Utgivelsesdato
2022Metadata
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- Master of Science [1621]
Sammendrag
The purpose of this study is to examine the relationship between the
employees' perception of their line manager’s enactment of HR practices and their
leadership behavior on one side, considering the employees’ affective
commitment to the organization. Therefore, based on the social exchange theory,
we investigate the impact of human resource management investments, made by
the line managers, on employees’ affective commitment. More precisely, we
analyze the impact of two independent variables, namely the line managers’
enactment of HR practices and the line managers’ leadership behavior. Also, we
study the interaction of the mediating effect that leadership behavior has on the
relationship between the enactment of HR practices and employees’ affective
commitment. Our research contributes to already existing literature in several
ways. First, we focus on the line managers’ role in HR, which has received little
attention in human resource management research. Moreover, we emphasize the
perceived HRM rather than the intended as this is related to the behavioral
reactions of employees.
A total of 339 employees working within the field of healthcare service
were examined in this study. We chose the health-care service since it is a branch
where optimization of our chosen aspects could be a matter of life or death, thus
giving us a better basis for contributing to society. Furthermore, according to the
findings of hierarchical regression analysis, line managers may increase
employees’ affective commitment by effectively implementing HR practices and
demonstrating relationship-oriented leadership behavior. Lastly, implications for
our research are discussed.
Beskrivelse
Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2022