THE HUMAN RESOURCE PRACTICES & FACULTY COMMITMENT: A JOB SATISFACTION–DRIVEN MEDIATION FRAMEWORK

Abstract

The human resource practices, such as compensation and training aim to enhance employees’ work attitudes and outcomes likewise organizational commitment. However, there is limited empirical evidence to support this notion after reviewing the existing literature. This study looks at the effects of compensation and training on the organizational commitment of higher education faculty. In this regard, these relationships are mediated by the faculty’s job satisfaction. The hypothesized relationships were tested by collecting data through simple random sampling from 192 faculty members from five public sector universities operating in KP, province of Pakistan, using structural equation modelling (SEM). The findings suggest a partial mediation of job satisfaction amid training & organizational commitment while full mediation of job satisfaction was observed amid compensation and organizational commitment. Training had weak but significant direct effect on organizational commitment, however most intriguing finding of study was that compensation had no significant effect on organizational commitment. The study offers significant findings for managers, academic professionals, and policy makers for revisiting the strategies and policies for effective management of professional employees; particularly in higher education sector.