The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

Abstract

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

A meta‐analytic investigation of the personal and work‐related antecedents of work–family balance

“…3 3 We excluded Clusters 2 and 6 from Casper et al's (2018) cluster analysis as these clusters represented conflict and/or enrichment measures. We were not able to classify three operationalizations of balance (2%) into Casper et al (2018) clusters; however, these studies represented balance as a holistic construct independent from conflict and enrichment (e.g., Luturlean et al, 2019) and were included in the analysis.…”

“…Our definition of balance does not refer to role integration (versus segmentation) as used in boundary theory, but to integration as a merging of different parts or roles.3 We excluded Clusters 2 and 6 fromCasper et al's (2018) cluster analysis as these clusters represented conflict and/or enrichment measures. We were not able to classify three operationalizations of balance (2%) intoCasper et al (2018) clusters; however, these studies represented balance as a holistic construct independent from conflict and enrichment (e.g.,Luturlean et al, 2019) and were included in the analysis.4 Note that the use of instrumental variables has been proposed to remove biasing endogeneity from the relationship estimates and to enable scholars to make an inference of causality in cross-sectional designs(Antonakis et al, 2010). No study in our review made use of this methodology.…”

The Turnover Intention in Telecommunication Company: The Importance Role of Effective Human Resource Practices and Affective Organizational Commitments as Antecedents

“…Cronbach's alpha for this variable was 0.944. Affective commitment measurements were also carried out using items developed by Luturlean et al (2019) consisting of 7 items, for example, 'I often speak positively about the company to others' and 'I feel company problems are my problem'. These items had a Cronbach alpha value of 0.850.…”

“…Bootstrapping is a statistical method based on building a sample distribution for a statistic by resampling the existing data. This approach has been used by several researchers including Azis et al (2019), Luturlean et al (2019), Toyama and Mauno (2017), and Costa et al (2014). A variable can be said as a mediating variable if the value of Upper and Lower Level Confidence Interval (ULCI and LLCI) do not contain the number 0.…”

Perceived organizational support, employee work engagement and work life balance: Social exchange theory perspective

“…The workplace is where employees spend most of their time, so it is important to feel safe, comfortable, able to share various hobbies with the facilities provided by the organization. Thus, the role of the organization's management team is very important in providing a good physical and non-physical work environment as well as the required human resource practices (Luturlean, Prasetio, & Saragih, 2019).…”