Exploring the Relationship between Human Resource Management Practices and Organizational Commitment

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A generative review on the article “Exploring the Relationship between Human Resource Management Practices and Organizational Commitment: Empirical Evidence from the Banking Sector in China, (Ghazanfar,F et al, 2012)” Continuous Assessment - Term Paper (Individual Assignment)

MCE 7101 - Research Methodologies
MBA in Human Resource Management Batch II - Semester III The Open University of Sri Lanka

Course Director

: Prof. Sudatta Ranasinghe - Professor of Management Mr. L. D. I. Wijetunga, Senior Lecturer, Facilitator Dr. Prajna Senevirathne, Chief Coordinator

Name of the Student Student Registration No. Date Submitted Word Count

: Gamini Hettiarachchi : 110046980 : 17.03.2013 : 1359 words, 4 single side A4 pages

A generative review on the article “Exploring the Relationship between Human Resource Management Practices and Organizational Commitment: Empirical Evidence from the Banking Sector in China, (Ghazanfar,F et al, 2012)”

Abstract
The purpose of this paper is to review generatively the research article “Exploring the Relationship between Human Resource Management Practices and Organizational Commitment: Empirical Evidence from the Banking Sector in China” by Ghazanfar et al (2012). The paper critically reviews the powerful strengths of the article in the areas of identifying the research question, operationalizing, conceptualization, literature review, research design, data analysis, discussion and presentation of research finding and identified drawbacks in designing the title, the area of selecting sample and sampling techniques and generalization of research findings. The title of the research done by Ghazanfar et al (2012)1 is clear as it gives an unambiguous and straight message about the research. Though the first part of the title proposes a generalized and broad view on two concepts, (1) organizational commitment and (2) human resource management practices, the second part of the title focuses only on the banking sector in China. In the conclusion researchers acknowledge that they cannot do a generalization as the research was limited into a one specific sector. As suggested by Jamali, H.R. & Nikzad M. (2011) academic authors want to maximize the readership of their papers it is unsurprising that they usually take a lot of care in choosing an appropriate title. The title given by Zaitouni M., Sawalha, N., & Sharif A, (2011)2 to their research “The impact of human resource management practices on organizational commitment in the banking sector in Kuwait” is an example for an appropriate title.

The purpose of the research was to measure the impact of human resource management practices individually and as a system on organizational commitment in the banking sector in China. Researchers have clearly identified their purpose, the problematic area, the researchable are and the research question was articulated appropriately. The literature reviewed by them proved that a number of researches have done on the impact of HRM practices on organizational commitment in the other part of the world. However they have identified a research gap as there are no adequate researches on this particular area in China, especially in the banking sector in China.

OUSL MBA HRM – MCE 7101 – CA

Gamini Hettiarachchi – 110046980

Page 2 of 5

After reviewing literature, researchers have identified the dependent variable as the organizational commitment and eight independent variables, seven different functions plus the HRM system as the eighth independent variable, which covers all aspects of human resource management practices. Consideration of the whole HRM system as an independent variable together with other independent variables to establish and test hypothesis is a significant advantage in this research. The conceptual frame, which is clear and elaborated well, can be considered as one of the powerful strengths in the research (Bengtson, V, and MacDermid, M, 2012) as (1) it describes the...
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