Impact of High Commitment HRM Practices on the Performance of University Administrations in Pakistan: Two Stage Mediation and Moderation

Abstract

Purpose: The primary goals of this study are to scrutinise the relationship between high-commitment and non-academic staff performance by developing a conceptual model of mediation impact of affective commitment, normative commitment, and continuance commitment on the relationship between high-commitment HRM practises and non-academic staff performance; and the moderate impact of human capital factors on the relationship between high-commitment HRM practises and affective commitment, normative commitment, and continuance commitment. Design/Methodology/Approach: For this study, primary data has been collected from a survey method of 250 respondents who are working as non-academic staff in HEIs in Pakistan. In order to examine the moderation and mediating mechanisms of variables, 13 hypotheses were constructed based on the conceptual model and literature study and tested using SPSS 25 and Smart PLS using the bootstrapping approach. Finding: The study's findings demonstrate that high-commitment HRM practises have a statistically significant influence on non-academic staff perceptions of behavioural outcomes such as affective commitment, normative commitment, and continuance commitment. Likewise, the extracted results are also statistically significant that HC factors positively moderate the relationship between high-commitment HRM practises and affective commitment, normative commitment, and continuance commitment. Implication/Originality/Value: HEIs carry out HCHRMPs, they will be able to effectively elevate the level of organizational commitment of their non-academic staff performance.

Keywords

• High-commitment HRM practices
• Affective Commitment
• Normative Commitment
• Continuance Commitment
• Employee Performance