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Do “high Commitment” Human Resource Practices Affect Employee Commitment? A Cross-level Analysis Using Hierarchical Linear Modeling

E. Whitener
Published 2001 · Psychology

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Relying on a cross-level paradigm and on social exchange theory (i.e., perceived organizational support) I explore the relationships among human resource practices, trust-in-management, and organizational commitment. Individual-level analyses from a sample of 1689 employees from 180 credit unions indicate that trust-in-management partially mediates the relationship between perceived organizational support and organizational commitment. Cross-level analyses using hierarchical linear modeling indicate that human resource practices affect the relationship between perceived organizational support and organizational commitment or trust-in-management.
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