The Study of Differential Relationships Between Human Resource Practices and Organizational Commitment: Private Banking Industry in Taiwan

The purpose of the study was to determine the relationship between employees’ perceptions of human resource practices (HRP) and organizational commitment (OC) for full-time banking employees in Taiwan. Additionally, the study also examined the relationship within 6 demographic characteristics (age, gender, education level, length of time in the bank, job rank, and monthly salary) with regard to HRP and OC respectively. A purposeful sample of 28 private banking companies with 280 full-time employees was selected. Cronbach alpha was used to examine the reliability of the instruments (HRPQ and OCQ). The Pearson product-moment correlation and multiple regression analysis determined the correlations between HRP and OC and evaluated how employees’ perceptions of HRP predict OC in this study. Additionally, difference tests were performed for demographics on employees’ perceptions regarding HRP and OC, respectively. Results indicated HRP and OC are inter-correlated. Implications (a) Humanistic Democratic Managerial Practices and (b) High Commitment Strategy are emerging