Demographic Moderators in the HRD - Employee Commitment Nexus: An Empirical Exploration

Abstract

This study employs hypothesis testing to investigate the relationship between human resource development (HRD) variables—Training and Development, Organization Development, Career Development, and Performance Management—and Employees Commitment in the context of Nepalese organizations. Utilizing a five-point Likert scale, data were gathered through a questionnaire from 189 respondents, representing diverse profiles. Statistical analyses using SPSS involved formulating four alternative hypotheses for each independent variable and setting significance levels at 0.05. Results indicate that Training and Development (p = 0.001), Career Development (p = 0.008), and Performance Management (p = 0.003) are significant, while Organization Development (p = 0.679) is not. Hypothesis testing outcomes confirm the acceptance of H1 (Training and Development), rejection of H2 (Organization Development), acceptance of H3 (Career Development), and acceptance of H4 (Performance Management). Correlation analysis reveals positive correlations between all independent variables and employee commitment. However, inferential analysis through regression indicates that only Training and Development, Career Development, and Performance Management have a significant relationship with employee commitment. The study's contribution lies in unraveling the complexity of HRD's impact on employee commitment within the Nepalese context, emphasizing the importance of tailoring HRD strategies to the specific needs and dynamics of the workforce. Keywords: External Environment, Competitors, Marketing Strategies, Market Power, Export