The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah

This empirical study was conducted to evaluate the effect of perceived human resource management practices on the organizational commitment among academic and administrative staff in Universiti Malaysia Sabah (UMS). Human resource management practices consist of selection system, job design, traini...

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Main Author:	Liew, May Wei
Format:	Thesis
Language:	English
Published:	2006
Online Access:	https://eprints.ums.edu.my/id/eprint/9250/1/mt0000000399.pdf
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id	my-ums-ep.9250
record_format	uketd_dc
spelling	my-ums-ep.92502017-10-30T02:00:29Z The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah 2006 Liew, May Wei This empirical study was conducted to evaluate the effect of perceived human resource management practices on the organizational commitment among academic and administrative staff in Universiti Malaysia Sabah (UMS). Human resource management practices consist of selection system, job design, training system, performance appraisal system, compensation system, career-planning system, and were chosen to represent the independent variables. The three-component model and measure of organizational commitment developed by Meyer and Allen (1991) was used to represent the dependent variable in this study. Moderating variables included employee's age, gender, income, years of service, educational level and job position were also be examined to evaluate the effect of demographic factors on the relationship between human resource management practices on the organizational commitment among the academic and administrative staff in UMS. A total of 140 usable questionnaires were collected for this study. The methodologies used for data analysis were multiple regression, independent sample t- test and hierarchical regression. It was found that selection system, job deSign, career planning, and communication have significant effect on the relationship between human resource management practices and organizational commitment. Besides, there was significant difference between academic and administrative staff perceptions of human resource management practices. In term of moderating variables, study found that respondent age has significant moderating effect on the relationship between human resource management practices and organizational commitment. Finally, research revealed that respondent's gender, monthly income, years of service, educational level and job position have no significant moderating effect on the relationship between human resource management practices and organizational commitment. 2006 Thesis https://eprints.ums.edu.my/id/eprint/9250/ https://eprints.ums.edu.my/id/eprint/9250/1/mt0000000399.pdf text en public masters Universiti Malaysia Sabah School of Business and Economics
institution	Universiti Malaysia Sabah
collection	UMS Institutional Repository
language	English
description	This empirical study was conducted to evaluate the effect of perceived human resource management practices on the organizational commitment among academic and administrative staff in Universiti Malaysia Sabah (UMS). Human resource management practices consist of selection system, job design, training system, performance appraisal system, compensation system, career-planning system, and were chosen to represent the independent variables. The three-component model and measure of organizational commitment developed by Meyer and Allen (1991) was used to represent the dependent variable in this study. Moderating variables included employee's age, gender, income, years of service, educational level and job position were also be examined to evaluate the effect of demographic factors on the relationship between human resource management practices on the organizational commitment among the academic and administrative staff in UMS. A total of 140 usable questionnaires were collected for this study. The methodologies used for data analysis were multiple regression, independent sample t- test and hierarchical regression. It was found that selection system, job deSign, career planning, and communication have significant effect on the relationship between human resource management practices and organizational commitment. Besides, there was significant difference between academic and administrative staff perceptions of human resource management practices. In term of moderating variables, study found that respondent age has significant moderating effect on the relationship between human resource management practices and organizational commitment. Finally, research revealed that respondent's gender, monthly income, years of service, educational level and job position have no significant moderating effect on the relationship between human resource management practices and organizational commitment.
format	Thesis
qualification_level	Master's degree
author	Liew, May Wei
spellingShingle	Liew, May Wei The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
author_facet	Liew, May Wei
author_sort	Liew, May Wei
title	The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
title_short	The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
title_full	The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
title_fullStr	The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
title_full_unstemmed	The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah
title_sort	effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: case of universiti malaysia sabah
granting_institution	Universiti Malaysia Sabah
granting_department	School of Business and Economics
publishDate	2006
url	https://eprints.ums.edu.my/id/eprint/9250/1/mt0000000399.pdf
_version_	1747836334032027648

The effect of perceived human resource management practices on the organizational commitment among academic and administrative staff: Case of Universiti Malaysia Sabah

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