Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate

Paritosh Mishra

doi:10.47297/wspchrmWSP2040-800502.20251603

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Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate

Volume 16, Issue 3

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Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate
Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate
Amity Business School, Amity University, Uttar Pradesh, India
Vol. 16, Issue 3, Pages: 22-40(2025)
Published：23 May 2025
DOI：10.47297/wspchrmWSP2040-800502.20251603
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Mishra Paritosh.Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate[J].Journal of Chinese Human Resources Management,2025,16(03):22-40.
DOI：

Mishra Paritosh.Strategic Human Resource Management Practices and Organisational Commitment: Impact of Industrial Relations Climate[J].Journal of Chinese Human Resources Management,2025,16(03):22-40. DOI： 10.47297/wspchrmWSP2040-800502.20251603.

摘要

Abstract

This research paper is an empirical study of the moderating effect of industrial relations climate (IRC) on the relationship between strategic human resource management (SHRM) practices and organisational commitment (OC). Despite increased emphasis of organisations over the years on growth and productivity through diverse mechanisms such as the implementation of robust SHRM practices and augmentation of employee commitment measures

there has not been much research on the moderating role of industrial relations climate on the interfaces among such constructs. This research clearly brings out the moderating role of industrial relations climate in an organisation. The researcher has gathered information from 312 employees using a quantitative approach. To evaluate the data and investigate the hypotheses

partial least squares structural equation modelling (PLS-SEM) has been used. The novelty of this study consists in proffering new perspectives by linking industrial relations climate to the association between exogenous SHRM practices and endogenous organisational commitment. The practical implications of this research suggest that in situations of conducive industrial relations climate

the divergent actors of IRC would function as 'partners in progress'

and such climate would exacerbate the relationship between SHRM practices and organisational commitment and performance.

关键词

Keywords

references

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