Antecedent HRM Practices for Organizational Commitment
Gantasala V. Prabhakar, Padmakumar Ram

Abstract
The authors set forth with the objective of assessing the impact of Job Design and Empowerment on Organizational Commitment. The basis of the study is the framework enunciated by Myer and Allens. Three major components of Organizational Commitment considered are Affective Commitment, Continuance Commitment, and Normative Commitment. Job Design was measured taking into consideration skill identity, task identity, task significance, autonomy and feedback. Empowerment was assessed using training and development, competency development, participation, decision making and self determination. The relation between job design, empowerment and organizational commitment was established and it was felt that organizations need to structure jobs and empower employees on a continuous basis as a means to improving commitment levels.

Full Text: PDF