Organizational Commitment Essay

The focal menstruation of efficient man resource vigilance (HRM) is on managing people at heart the employer-employee kinship. As banks ar considered a very unfavorable industry of the economy, it is important that the workforces supporting these banks ar well motivated and be feelingive in delivering the necessary work output. It allots the amentaceous utilization of employees to achieve the systems business objectives and satisfy singular employee unavoidably (St one(a), 1998). HRM seeks to strategically combine the interests of an arranging and its employees (McGraw, 2003).Consequently, otiose HRM potbelly be a major barrier to employee satisfaction and organization advantage (McGraw, 2003). HRM practices in the banking industry play a severalize consumption in attracting, motivating, rewarding, and retaining employees. HRM practices include recruiting employees, selecting employees, designing work, compensating employees, and ontogenesis good prod and e mployee singings (Noe, 2005). For the purpose of this involve, the researcher bundled fin specific human resource prudence practices.These be HR planning, training, flight dampment, motion approximation, and employee participation programs. The researcher chose to bundle HRM practices since bundled HRM practices begin interrelated and complimentary functions. For example, training and development, and operation appraisal overlap to each one opposites results. The appraisal of an employees completeance hap salute potentials and identify gaps in employees knowledge, skills, and abilities that impart be filled in by training and development.Furthermore, the alignment of HR practices reveal synergy alter to increase productivity and merged financial performance (Huselid, 1995). Bundled HRM practices sacrifice to overall degraded performance by motivating employees to adopt desired attitudes and behaviours (Bowen & Ostroff, 2004). Moreover, Chang (2005) argues t hat employees perceived HR practice as an scoop shovel and single practice rather than tell and diverse fields. tally to Fishbeins (1963) an someones overall attitudes towards each HRM practices can be represented by a summation of the belief held about each HR practices.It is important to excogitate HRM practices and its relationship with work related attitudes, and looks. Attitude is a mental state of readiness that is nonionised by means of let, applying a dynamic form on the individuals chemical reaction to objects and situations to which it is related such as air satisfaction and organisational confidence. (Allport, 1935). On the some different hand, expressions be manners in which an individual or group conduct and move to his/her environment like organizational Citizenship Behaviors or OCBs ( Robbins, 2005).Employee perception of organisational banking practices and working conditions indoors the banks of Jamaica influence employee attitudes and behavior (Guest, 2001). Existing organizational practices within banks in Jamaica such as HRM should facilitate the development of desired employee attitudes and behavior that add up to enhance firm performance. foregoing studies see found that positive perceptions of HRM practices lead to positive employee attitudes and behaviors such as mull satisfaction (Guest, 1999), organizational conceive, organizational commitment, organizational justice (Greenberg, 1990).Job satisfaction, organizational trust and OCBs were the variables selected to be studied in relation with HRM practices as these troika fragments are key factors in organizational effectiveness and these variables are considered to a lower placestudied. These facets affect and overlap each others functions and outputs that contribute to the development of HRM practices. Furthermore, this study contributes to the literature by examining a wide-eyed breadth of outcome measures within the homogeneous study.The study ex endu res HRM literature in three ways. First, it provides additional research in the examining the role of HRM practices to employee attitudes and behaviors since in that respect are limited studies in HRM conceptualized as a bundle (Chang, 2005 Guest, 2004 Huselid 1995). Second, it examines the mesmerism of Morrison (1996) on the role of HRM practices in contributing to extra-role behaviors. An examination of HRM literature revealed that there has no study conducted investigating HRM to organizational citizenship behaviors.Third, it besides simultaneously examines HRM, transmission line satisfaction, organizational trust, and OCBs in one study. Previous studies prevail examined these variables separately. For example, Ellickson (2002) and Bradley, Petrescu, and Simmons (2004) conducted the study on HRM practices to think over satisfaction, Tzafrir (2004) examined HRM practices to organizational trust. Furthermore, since there are limited studies on HRM practices within the banking industry this would contribute to the importance of HRM practices in the management organization.Review of Related lit Human Resource Management Practices HRM contribute to the stumblement of an organizations competitive advantage by the strategic implementation of a exceedingly committed and competent workforce utilise an integrated range of cultural, structural, and personnel techniques. efficacious HRM leads to an organization success by developing employees that contributes to the delivery of products and services bring guest satisfaction, business results, and shareholder value (Stone, 1998).The master(prenominal) purpose of HRM is to improve the productive piece of people wherein the employees are being comprehend by the management and helping the employees to queue refreshed resources that enable them to successfully perform their channels (Ulrich, 1997). The role played by human resource functions is best explained by find the key objectives that they seek to a lign strategies, develop effective policies, systems and activities which are significant to the firms overall success (Torrington, hall & Taylor, 2002 Storey, 1995).HRM functions are critical in streak an effective organization. Organizations need to have a competitive HRM functions in order to keep an eye on a competent workforce and attain business objectives (Newman & Hodgetts, 1998). HRM function includes planning, training and development, career development, performance appraisal, and employee relations. These functions help organizations to facilitate strategies that allow them to achieve efficiency and effectiveness (Stone, 1998). HRM functions must change in manner that it accomplishes new roles and new competencies.It also has to be modify to deal creatively and practically with the emergent challenge. HRM practices have a tangible and conglomerate intangible organizational consequences. Prior researches have found support for the role of HRM practices in predictin g organizational commitment (Davidson, 1998), billet satisfaction (Bradley et al. , 2004), and procedural justice (Edgar & Geare, 2005). Job gaiety Job satisfaction is a congenial emotional state resulting from the valuation of his or her work (Locke, 1976 Steijn, 2002).Even though job satisfaction is a highly in the flesh(predicate) experience, there are a image of facets that seem to contribute the most to feelings of job satisfaction. Steijn (2002) stated that mentally challenging work, up to(predicate) compensation pay, career fortune, the speedy availableness of promotions, people that are friendly, considerate, or winsome superiors contribute to job satisfaction (Johns & Saks, 2000). For instance, the ready availability of promotions is positively related to job satisfaction.The promotion given enhances the perception of the employees that they are valued enough by the organization (Garrido, Perez, & Anton, 2005). Previous studies have shown that compensation (Basset t, 1994), opportunity for advancement (Schneider, 1994), psychological climate, and leading expressive style (Howell & Frost, 1989) are antecedents of job satisfaction. Organizational cartel Trust is an individuals expectation, assumption, or belief about the likelihood that some others future action will be beneficial, favorable, or at least(prenominal) non detrimental to ones interests (Meyer, Davis, & Schoorman, 1995).Trust is considered to be an essential parcel in organizations since it is a consistent apparatus that supports organizational change and development in an unpredictable environment than hierarchical creator and direct surveillance (Kramer & Tyler, 1996). Several studies intelligibly indicate that the formation of trust within work relationships is complex and elusive (Tzafrir, 2003). Furthermore, workplace trust is a necessary element for the development of competitive advantage through support, co-operation, and improvement of systems.Trust is viewed as a feature of the neighborly foundation that begins interactions among parties (Mayer & Davis, 1999). According to Kramer and Tyler (1996), there is a need for organizational trust for the reason of there are organizational needs that are not to be disclosed and one of the elements to hide these requirements are employees that trusts their organization. Currall and Judge (1995) defined trust as an individuals combine on another person under conditions of dependence and risk. Dependence means that ones outcomes are reliant on the trustworthy or untrustworthy behavior of another.Furthermore, risk means that one would experience negative outcomes from the other persons untrustworthy behavior (Kramer & Tyler, 1996). Previous studies have shown that psychological contract breach (Costa 2001), leadership style and organizational communication are antecedents of organizational trust. Organizational Citizenship Behavior Organizational Citizenship Behavior (OCBs) are behaviors that are di scretionary, indirectly seen or recognized by the ordained compensation system, and as a integral encourage the effective functioning of an organization (Organ, 1998).It is also defined as an employee behavior that is above and beyond the call of indebtedness and is therefore discretionary and not rewarded in the context of an organizations pro forma reward structure (Konovsky & Pugh, 1994). Social central is an explanatory mechanism to obtain OCBs. It refers to relationships that mean unspecified future obligations. Social deepen is a critical element in understanding OCBs. It is the theoretical basis and the startle point for OCBs to obtain.When HRM practices offered by the organization are perceived favorable by employees, they tend to reciprocate by OCBs (Organ, 1998). For example, when supervisors treat employees fairly, social exchange and the norm of reciprocity (Gouldner, 1960) bring down that employees reciprocate, and OCBs are the avenue for employees reciprocation . thither are five balances of OCBs (Organ, 1998). First is selflessness that involves all discretionary behaviors that have the effect of serving a specific other person with an organizationally important assign or problems.The second is conscientiousness it is the achievement that a person goes well beyond the satisfactory or required train in work attendance the person exemplifies the brand of OCBs. Third is sportsmanship which the employees goodwill in tolerating less than ideal circumstances without quetch and making a federal showcase out of small potatoes. The fourth dimension is civic virtue which is the behavior that shows a concern for participating in corporate life for example, by performing tasks that they are not required to perform, and doing so for the emolument of the organization.It also implies a sense o involvement in what policies are adapted and which candidates are supported. The last dimension is ingenuity which involves such actions as touching n ursing home with those parties whose work would be affected by ones decision or commitments. Touching base refers to actions done by employees that their co-employees values (Organ, 1998). Previous studies have shown that procedural justice (Alotaibi, 2001 Organ, 1998), organizational commitment (Alotaibi, 2001 Mayer & Allen, 1997 Moorman et al. , 1993 ), and job satisfaction (Alotaibi, 2001 Moorman et al. , 1993) leads to OCBs.