Retaining Staff Employees: The Relationship Between Human Resources Management Strategies and Organizational Commitment

By Jeffrey M. Buck, J. L. Watson. 2002

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The effects of HRM practices and antecedents on organizational commitment among university employees (2006, methodology): “…studies focus exclusively on private sector companies (e.g. Beardwell and Holden, 2001; Becker and Gerhart, 1996; Pfeffer and Veiga, 1999), recently buck and Watson (2002), based on Arthur (1994), used the ‘commitment human resource system’ for measuring the potential inﬂuences of HRM practices on…”
HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia (2013, methodology): “Performance appraisal was measured using six items that were adopted and adapted from Dulebohn and Ferris (1999) that were originally used to measure employees’ perception on procedural justice in performance appraisal; career management items were adopted from Sturges, Guest and Davey (2000) that c”
Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention (2018, background): “The human resource management and development literature has discussed the importance of human resource management in retaining employees (Alfes et al. 2013; Buck and Watson 2002).”