Impact of HRM Practices on Perceived Organizational Commitment and Performance in IT and ITe S Industry

Impact of HRM Practices on Perceived Organizational Commitment and Performance in IT and ITe S Industry

dc.contributor.guide	Arora, Rupali
dc.coverage.spatial
dc.creator.researcher	Pratibha
dc.date.accessioned	2022-04-11T12:09:35Z
dc.date.available	2022-04-11T12:09:35Z
dc.date.awarded
dc.date.completed	2021
dc.date.registered
dc.description.abstract	The main aim of this thesis is to examine the impact of HRM practices on job satisfaction and organizational commitment of employees working in North Indian IT sector. The relationship of HRM practices is also analyzed with organizational performance and employees intention to leave/stay in the organization. The relationship between HRM practices and organizational performance was analyzed including the mediating effects of job satisfaction and organizational commitment. A conceptual framework was proposed to analyze the relationship between the constructs. The demographic profile of respondents was also given due attention during the analysis. The study includes the moderating effect of managerial support and demographic profile of respondents on the relationship between HRM practices and organizational performance. The study has used quantitative approach, with a sample of 400 respondents working at middle-level in Indian IT sector. newlineFor data analysis, Statistical Package for Social Sciences and Partial Least Square structural equation modeling were employed. The results of data analysis revealed that HRM practices has a significant relationship with job satisfaction, organizational commitment, organizational performance and intention to leave/stay. The results of mediation analysis revealed that job satisfaction and organizational commitment partially mediates the relationship between HRM practices and organizational performance. Managerial support moderates the relationship between HRM practices and organizational performance. Results of multi group analysis found that gender moderates the relationship between job satisfaction and intention to leave/stay and organizational commitment and intention to leave/stay. Marital status moderates the relationship between job satisfaction and intention to leave/stay. Further, age and experience of employees do not have any moderating effect on the proposed relationships. newline
dc.description.note
dc.format.accompanyingmaterial	DVD
dc.format.dimensions
dc.format.extent
dc.identifier.uri	http://hdl.handle.net/10603/373336
dc.language	English
dc.publisher.institution	Department of Business Management
dc.publisher.place	Mohali
dc.publisher.university	Chandigarh University
dc.relation
dc.rights	university
dc.source.university	University
dc.subject.keyword	HRM Practices
dc.subject.keyword	IT and ITe S Industry
dc.subject.keyword	Perceived Organizational Commitment and Performance
dc.title	Impact of HRM Practices on Perceived Organizational Commitment and Performance in IT and ITe S Industry
dc.title.alternative
dc.type.degree	Ph.D.