Human Resource Management Practices on Employee Commitment: Indonesia Islamic Banking

Juliansyah Noor; Soleh Soleh; Meita Faittaahumi

Human Resource Management Practices on Employee Commitment: Indonesia Islamic Banking

Juliansyah Noor, Soleh Soleh, Meita Faittaahumi

Abstract

This article discusses organizational commitment in the context of Islamic banking. Specifically, we explored whether organizational commitment relates to its human resource management practices. In addition, it will also examine the role of perceived organizational support in this relationship. To achieve this goal, we conducted an online survey at one of the branches of the largest Islamic bank in Indonesia. Data were analyzed using structural equation modeling-partial least squares (SEM-PLS). The results showed that there were problems with human resources management (HRM) practices, perceived organizational support, and organizational commitment from Islamic banks, resulting in high turnover potential. Specifically, HRM practices and perceived organizational support were positively and significantly related to organizational commitment. However, perceived organizational support only mediated the relationship between HRM practices and normative and affective commitment, but not for the relationship between HRM practices and continuance commitment.

Keywords

Practices of Human Resource Management; ; Perceived Organizational Support; Employee Commitment

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DOI: 10.15408/aiq.v1i1.32018