Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification
Purpose – Based on social exchange theory and social identification theory, I investigated how employee organizational identification affects the effectiveness of commitment-based human resource (HR) practices. I focused on employee attitudes (job satisfaction) and behaviors (proactive knowledge see...
Saved in:
| Main Author: | |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
Emerald Publishing
2025-04-01
|
| Series: | Central European Management Journal |
| Subjects: | |
| Online Access: | https://www.emerald.com/insight/content/doi/10.1108/CEMJ-05-2023-0217/full/pdf |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| _version_ | 1849700288130187264 |
|---|---|
| author | Aleksandra Rudawska |
| author_facet | Aleksandra Rudawska |
| author_sort | Aleksandra Rudawska |
| collection | DOAJ |
| description | Purpose – Based on social exchange theory and social identification theory, I investigated how employee organizational identification affects the effectiveness of commitment-based human resource (HR) practices. I focused on employee attitudes (job satisfaction) and behaviors (proactive knowledge seeking) as HR practices’ outcomes. Design/methodology/approach – Using a structural equation modeling analytical approach, I tested the hypotheses with data from a web-based cross-sectional survey of 208 specialists and engineers of manufacturing subsidiaries in Poland. Findings – Results showed that the positive relationship between commitment-based-HR practices and job satisfaction is weakened for employees strongly identified with the organization. Simultaneously, the connection between seeking knowledge and job satisfaction is stronger and more important for people who identify moderately to strongly. Research limitations/implications – The study limitations regard mainly its cross-sectional design and single cultural and industrial context. Practical implications – From the managerial perspective, the study suggests that to enhance proactive employee behavior, companies need to increase employee organizational identification and ensure that employees have a positive perception of the implemented HR practices. Originality/value – The study contributes to the ongoing discussion on whether individual contingencies affect the effectiveness of commitment-based HR practices in the form of individual attitudinal and behavioral outcomes. The findings revealed that the contingent effect of organizational identification depends on the type of individual outcomes, suggesting that the strength of organizational identification affects how employees decide to reciprocate the organization’s attention and investment. |
| format | Article |
| id | doaj-art-da9a35306a45468d986ac7bbf96a80fe |
| institution | DOAJ |
| issn | 2658-0845 2658-2430 |
| language | English |
| publishDate | 2025-04-01 |
| publisher | Emerald Publishing |
| record_format | Article |
| series | Central European Management Journal |
| spelling | doaj-art-da9a35306a45468d986ac7bbf96a80fe2025-08-20T03:18:19ZengEmerald PublishingCentral European Management Journal2658-08452658-24302025-04-0133114416210.1108/CEMJ-05-2023-0217Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identificationAleksandra Rudawska0Institute of Management, University of Szczecin, Szczecin, PolandPurpose – Based on social exchange theory and social identification theory, I investigated how employee organizational identification affects the effectiveness of commitment-based human resource (HR) practices. I focused on employee attitudes (job satisfaction) and behaviors (proactive knowledge seeking) as HR practices’ outcomes. Design/methodology/approach – Using a structural equation modeling analytical approach, I tested the hypotheses with data from a web-based cross-sectional survey of 208 specialists and engineers of manufacturing subsidiaries in Poland. Findings – Results showed that the positive relationship between commitment-based-HR practices and job satisfaction is weakened for employees strongly identified with the organization. Simultaneously, the connection between seeking knowledge and job satisfaction is stronger and more important for people who identify moderately to strongly. Research limitations/implications – The study limitations regard mainly its cross-sectional design and single cultural and industrial context. Practical implications – From the managerial perspective, the study suggests that to enhance proactive employee behavior, companies need to increase employee organizational identification and ensure that employees have a positive perception of the implemented HR practices. Originality/value – The study contributes to the ongoing discussion on whether individual contingencies affect the effectiveness of commitment-based HR practices in the form of individual attitudinal and behavioral outcomes. The findings revealed that the contingent effect of organizational identification depends on the type of individual outcomes, suggesting that the strength of organizational identification affects how employees decide to reciprocate the organization’s attention and investment.https://www.emerald.com/insight/content/doi/10.1108/CEMJ-05-2023-0217/full/pdfJob satisfactionSocial exchange theorySocial identification theoryCommitment based human resourceKnowledge seeking behavior |
| spellingShingle | Aleksandra Rudawska Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification Central European Management Journal Job satisfaction Social exchange theory Social identification theory Commitment based human resource Knowledge seeking behavior |
| title | Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification |
| title_full | Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification |
| title_fullStr | Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification |
| title_full_unstemmed | Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification |
| title_short | Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification |
| title_sort | commitment based human resource practices job satisfaction and proactive knowledge seeking behavior the moderating role of organizational identification |
| topic | Job satisfaction Social exchange theory Social identification theory Commitment based human resource Knowledge seeking behavior |
| url | https://www.emerald.com/insight/content/doi/10.1108/CEMJ-05-2023-0217/full/pdf |
| work_keys_str_mv | AT aleksandrarudawska commitmentbasedhumanresourcepracticesjobsatisfactionandproactiveknowledgeseekingbehaviorthemoderatingroleoforganizationalidentification |