Employee organisational commitment

The role of HRM practices, public service motivation, and job satisfaction

Merga Mekuria Itansa

Research output: ThesisDoctoral ThesisScientific

1806 Downloads (Pure)

Abstract

This dissertation is a compilation of three empirical studies on employee organizational commitment in the Ethiopian health care sector. The main purpose of the study was to investigate the chain of factors that lead into commitment of the health workforce. The first empirical study is about the mechanisms through which HRM practices influence employee organizational commitment. In this part of the dissertation, testing unveiled an indirect path from HRM practices to employee organizational commitment going through job satisfaction.

The second study aimed to resolve the skepticism regarding the link between HRM practices and employee well-being/job satisfaction by integrating PSM as a moderating variable. This moderation analysis made it possible to shed light on why HRM practices may not have a statistically significant influence on employee well-being. Thus, for workers with a higher PSM level there is a strong positive association between HRM practices and employee well-being/job satisfaction.

In the third and last part of the dissertation, emphasis was given to the role of PSM in enhancing employee organizational commitment. Towards this end, the mediation role of job satisfaction was confirmed. The mechanism through which employees with a higher level of PSM would exhibit a greater level of commitment is identified as job satisfaction.
Original languageEnglish
QualificationDoctor of Philosophy
Awarding Institution
  • Tilburg University
Supervisors/Advisors
  • van Witteloostuijn, Arjen, Promotor
  • Barlage, Melody, Co-promotor
Award date28 Nov 2016
Place of PublicationTilburg
Publisher
Print ISBNs9789056684921
Publication statusPublished - 2016

Fingerprint

Organizational commitment
Employees
Public service motivation
HRM practices
Job satisfaction
Employee well-being
Empirical study
Workforce
Moderating variables
Moderation
Healthcare
Mediation
Workers
Health
Skepticism
Factors
Testing

Cite this

Itansa, Merga Mekuria. / Employee organisational commitment : The role of HRM practices, public service motivation, and job satisfaction. Tilburg : CentER, Center for Economic Research, 2016. 131 p.
@phdthesis{e04d0a22b75248c18910b6652993fc88,
title = "Employee organisational commitment: The role of HRM practices, public service motivation, and job satisfaction",
abstract = "This dissertation is a compilation of three empirical studies on employee organizational commitment in the Ethiopian health care sector. The main purpose of the study was to investigate the chain of factors that lead into commitment of the health workforce. The first empirical study is about the mechanisms through which HRM practices influence employee organizational commitment. In this part of the dissertation, testing unveiled an indirect path from HRM practices to employee organizational commitment going through job satisfaction.The second study aimed to resolve the skepticism regarding the link between HRM practices and employee well-being/job satisfaction by integrating PSM as a moderating variable. This moderation analysis made it possible to shed light on why HRM practices may not have a statistically significant influence on employee well-being. Thus, for workers with a higher PSM level there is a strong positive association between HRM practices and employee well-being/job satisfaction.In the third and last part of the dissertation, emphasis was given to the role of PSM in enhancing employee organizational commitment. Towards this end, the mediation role of job satisfaction was confirmed. The mechanism through which employees with a higher level of PSM would exhibit a greater level of commitment is identified as job satisfaction.",
author = "Itansa, {Merga Mekuria}",
year = "2016",
language = "English",
isbn = "9789056684921",
publisher = "CentER, Center for Economic Research",
school = "Tilburg University",

}

Employee organisational commitment : The role of HRM practices, public service motivation, and job satisfaction. / Itansa, Merga Mekuria.

Tilburg : CentER, Center for Economic Research, 2016. 131 p.

Research output: ThesisDoctoral ThesisScientific

TY - THES

T1 - Employee organisational commitment

T2 - The role of HRM practices, public service motivation, and job satisfaction

AU - Itansa, Merga Mekuria

PY - 2016

Y1 - 2016

N2 - This dissertation is a compilation of three empirical studies on employee organizational commitment in the Ethiopian health care sector. The main purpose of the study was to investigate the chain of factors that lead into commitment of the health workforce. The first empirical study is about the mechanisms through which HRM practices influence employee organizational commitment. In this part of the dissertation, testing unveiled an indirect path from HRM practices to employee organizational commitment going through job satisfaction.The second study aimed to resolve the skepticism regarding the link between HRM practices and employee well-being/job satisfaction by integrating PSM as a moderating variable. This moderation analysis made it possible to shed light on why HRM practices may not have a statistically significant influence on employee well-being. Thus, for workers with a higher PSM level there is a strong positive association between HRM practices and employee well-being/job satisfaction.In the third and last part of the dissertation, emphasis was given to the role of PSM in enhancing employee organizational commitment. Towards this end, the mediation role of job satisfaction was confirmed. The mechanism through which employees with a higher level of PSM would exhibit a greater level of commitment is identified as job satisfaction.

AB - This dissertation is a compilation of three empirical studies on employee organizational commitment in the Ethiopian health care sector. The main purpose of the study was to investigate the chain of factors that lead into commitment of the health workforce. The first empirical study is about the mechanisms through which HRM practices influence employee organizational commitment. In this part of the dissertation, testing unveiled an indirect path from HRM practices to employee organizational commitment going through job satisfaction.The second study aimed to resolve the skepticism regarding the link between HRM practices and employee well-being/job satisfaction by integrating PSM as a moderating variable. This moderation analysis made it possible to shed light on why HRM practices may not have a statistically significant influence on employee well-being. Thus, for workers with a higher PSM level there is a strong positive association between HRM practices and employee well-being/job satisfaction.In the third and last part of the dissertation, emphasis was given to the role of PSM in enhancing employee organizational commitment. Towards this end, the mediation role of job satisfaction was confirmed. The mechanism through which employees with a higher level of PSM would exhibit a greater level of commitment is identified as job satisfaction.

M3 - Doctoral Thesis

SN - 9789056684921

PB - CentER, Center for Economic Research

CY - Tilburg

ER -