Fairness Of Human Resource Management Practices, Leader-Member Exchange And Organizational Commitment
The purpose of this research was to test the hypothesis that relations between fairness perception of human resource management (HRM) practices and organizational commitment are affected by the quality of leader-member exchange (LMX). Specifically, we predicted the unique (positive) contribution...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
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Asian Academy of Management (AAM)
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| Online Access: | http://eprints.usm.my/35747/1/AAMJ_9-1-6.pdf |
| _version_ | 1797009491056656384 |
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| author | Kee, Daisy Mui Hung A. Ansari , Mahfooz Aafaqi, Rehana |
| author_facet | Kee, Daisy Mui Hung A. Ansari , Mahfooz Aafaqi, Rehana |
| author_sort | Kee, Daisy Mui Hung |
| collection | USM |
| description | The purpose of this research was to test the hypothesis that relations between fairness
perception of human resource management (HRM) practices and organizational
commitment are affected by the quality of leader-member exchange (LMX). Specifically,
we predicted the unique (positive) contribution of fairness perception of HRM practices
and LMX as well as their interaction to organizational commitment. A sample of 224
managers was drawn from nine diverse multinational, manufacturing companies located
in Northern Malaysia. Participation in the research was voluntary. Data were gathered
by means of a survey questionnaire that consisted of a series of psychometrically sound
scales to assess the employed variables in the study. Hierarchical multiple regression
results provided support for the direct impact of fairness perceptions and LMX on each
component of commitment. But significant interactions were convincingly evident only in
the case of affective commitment. These interactions suggest that the impact of fairness
perceptions of HRM practices on affective commitment is not unconditional. Key
implications of the survey findings both for theory and practice are discussed, potential
limitations are specified, and directions for future research are suggested. |
| first_indexed | 2024-03-06T15:06:18Z |
| format | Article |
| id | usm.eprints-35747 |
| institution | Universiti Sains Malaysia |
| language | English |
| last_indexed | 2024-03-06T15:06:18Z |
| publisher | Asian Academy of Management (AAM) |
| record_format | dspace |
| spelling | usm.eprints-357472017-07-20T08:44:31Z http://eprints.usm.my/35747/ Fairness Of Human Resource Management Practices, Leader-Member Exchange And Organizational Commitment Kee, Daisy Mui Hung A. Ansari , Mahfooz Aafaqi, Rehana HD28-70 Management. Industrial Management The purpose of this research was to test the hypothesis that relations between fairness perception of human resource management (HRM) practices and organizational commitment are affected by the quality of leader-member exchange (LMX). Specifically, we predicted the unique (positive) contribution of fairness perception of HRM practices and LMX as well as their interaction to organizational commitment. A sample of 224 managers was drawn from nine diverse multinational, manufacturing companies located in Northern Malaysia. Participation in the research was voluntary. Data were gathered by means of a survey questionnaire that consisted of a series of psychometrically sound scales to assess the employed variables in the study. Hierarchical multiple regression results provided support for the direct impact of fairness perceptions and LMX on each component of commitment. But significant interactions were convincingly evident only in the case of affective commitment. These interactions suggest that the impact of fairness perceptions of HRM practices on affective commitment is not unconditional. Key implications of the survey findings both for theory and practice are discussed, potential limitations are specified, and directions for future research are suggested. Asian Academy of Management (AAM) Article PeerReviewed application/pdf en http://eprints.usm.my/35747/1/AAMJ_9-1-6.pdf Kee, Daisy Mui Hung and A. Ansari , Mahfooz and Aafaqi, Rehana Fairness Of Human Resource Management Practices, Leader-Member Exchange And Organizational Commitment. Asian Academy of Management Journal (AAMJ), 9 (1). pp. 1-22. ISSN 1394-2603 http://web.usm.my/aamj/9.1.2004/AAMJ%209-1-6.pdf |
| spellingShingle | HD28-70 Management. Industrial Management Kee, Daisy Mui Hung A. Ansari , Mahfooz Aafaqi, Rehana Fairness Of Human Resource Management Practices, Leader-Member Exchange And Organizational Commitment |
| title | Fairness Of Human Resource Management
Practices, Leader-Member Exchange And
Organizational Commitment |
| title_full | Fairness Of Human Resource Management
Practices, Leader-Member Exchange And
Organizational Commitment |
| title_fullStr | Fairness Of Human Resource Management
Practices, Leader-Member Exchange And
Organizational Commitment |
| title_full_unstemmed | Fairness Of Human Resource Management
Practices, Leader-Member Exchange And
Organizational Commitment |
| title_short | Fairness Of Human Resource Management
Practices, Leader-Member Exchange And
Organizational Commitment |
| title_sort | fairness of human resource management practices leader member exchange and organizational commitment |
| topic | HD28-70 Management. Industrial Management |
| url | http://eprints.usm.my/35747/1/AAMJ_9-1-6.pdf |
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