The Impact of High Performance Human Resources Practices on in-Role and Innovative Job Performance: The Mediation Role of Affective Commitment

Sulieman Ibraheem Shelash Al-Hawary; Lina Hamdan Mahmoud Al-Abbadi

Authors

Sulieman Ibraheem Shelash Al-Hawary
Lina Hamdan Mahmoud Al-Abbadi

Keywords:

high performance human resources practices, in-role and innovative job performance, affective commitment

Abstract

This study was steered in order to identify the impact of high performance human resources practices on job performance; in-role job performance and innovative job performance and to examine the mediating role of affective commitment on the effect of high performance human resources practices on job performance; in-role job performance and innovative job performance. A sample of 600 managers and employee was selected randomly from industrial organizations in Irbid, Jordan. Four hundred and sixty eight of the distributed questionnaires were completed with a response rate of 78%. The results highlighted positive effects of high performance human resources practices on job performance; in-role job performance and innovative job performance. In consonance with the results, affective commitment significantly and positively mediated the impact of high performance human resources practices on job performance; in-role job performance and innovative job performance. Full mediation of affective commitment was found on the effect of high performance human resources practices on in-role job performance and a partial mediation of affective commitment on the effect of high performance human resources practices on innovative job performance.

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How to Cite

The Impact of High Performance Human Resources Practices on in-Role and Innovative Job Performance: The Mediation Role of Affective Commitment. (2018). Global Journal of Management and Business Research, 18(A4), 53-65. https://journalofbusiness.org/index.php/GJMBR/article/view/2482

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