Purpose and Value of Academic Research Management

Answer:

Introduction:

The relationship between organizational commitment and human resource management is critical for enhancing the performance level of the organization. Organizational commitment represents the psychology that is associated with the organization. Therefore, it creates direct impact on the factors like turnover, job performance and behavior. Therefore, the study has tried to evaluate the relationship between organizational commitment and HRM practices of the organizations situated in Turkey.

Main body:

As per the article by Chuang, Chen & Chuang (2013) human resource practices help organizations to develop a healthy working atmosphere at the workplace. Therefore, it has great influence on the enhancement of the performance level of the organization. On the other hand, organizational commitment is an indicator that signifies whether practices of HRM able to develop the psychological links between employee and organizational goals. Therefore, it can be assessed that the link between HRM practices and organizational commitment has direct impact on the performance level of the organization (Armstrong & Taylor, 2014). In this research study, the prime question is to evaluate how the relationship between HRM practices and organizational commitment can affect the performance level of the employees.

However, there is no unique way to evaluate the relationship between these two factors. Therefore, the research study has tried to identify the best possible way to measure the relationship between the HRM practices and organizational commitment. The prime question that the study explored is to evaluate the way by which the relationship between organizational commitment and HRM practices can actually enhance the performance level of the organization. The research study has also focused on the evaluation of the relationship as it is regarded as an intangible asset of an organization. The research study has also tried to explore different types of intangible performance measures so that the study can able to analyze each factors in a much more effective way. The research study has also tried to highlight the significance of human resource department for maintaining its operational processes at the expected level.

For the successful evaluation of the research study, Pfeffer’s scale of HRM practices and Mowday & Steers organizational commitment scale has been utilized (Alfes et al., 2013). The research study has included 10 organizations to implement the pilot study. The research study has also utilized survey technique through the utilization of questionnaire in order to collect accurate information from the senior management of different organizations. In order to evaluate the impact of HRM practices and organizational commitment on the performance level, the study has randomly selected 250 organizations of Turkey from 4 major sectors. Total 56 questions have developed for collecting all the relevant information about the research topic. The study utilizes quantitative data collection technique. I believe that quantitative data collection technique will be able to depict clear picture regarding the significance of the relationship between HRM practices and organizational commitment. For that reason, it has utilized Likert scale at the time of collecting relevant information about the research topic. SPSS has also been used in this study so that it can actually able to evaluate all the factors related to the study in a much more effective way (ÅžendoÄŸdu, Kocabacak & Güven, 2013). I believe utilization of these techniques will be able to evaluate the collected information regarding the research topic in an effective way.

Conclusion:

The analysis of the study highlighted that the positive correlation between organizational commitment and HRM practices is necessary for the enhancement of the performance level. The study has described an in-depth research process through which different factors can be evaluated in an effective manner. Furthermore, the study has described an effective way of data collection that can actually add value to the research study.

References:

Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Chuang, C. H., Chen, S. J., & Chuang, C. W. (2013). Human resource management practices and organizational social capital: The role of industrial characteristics. Journal of Business Research, 66(5), 678-687.

ÅžendoÄŸdu, A. A., Kocabacak, A., & Güven, Åž. (2013). The relationship between human resource management practices and organizational commitment: A field study. Procedia-Social and Behavioral Sciences, 99, 818-827.