Effective Human Resource Management Practices and its Effects on Affective Commitment.

This research dissertation was aimed at exploring the concept of Organizational Commitment. Organizational Commitment is an individual employee’s psychological attachment to his/her organization. It can also be identified as a major professional loyalty that the employee feels towards their job. The higher the rate of Organizational Commitment, the more the employee is attached to an organization. Organizational Commitment consists of three components: • Affective Commitment: Can be defined as the emotional attachment an employee feels towards his/her organization. • Continuance Commitment: Can be defined as a derivative of an employee’s assessment of the profits and loss associated with leaving the job e.g. loss of pay, stock options etc. • Normative Commitment: Can be defined as the sense of obligation to remain that an employee feels towards his/her or organization regardless of his/her will to stay. For this research dissertation, we looked into Affective Commitment which is a component of organizational commitment. This research work looked into Human Resource Management practices in organizations in the telecommunication sector in Bangladesh and were trying to understand which human Resource Management practices (stability oriented, rewards oriented, development oriented) yields the most Affective Commitment from employees. Qualitative data was collected from employees that work in the telecommunication industry with a developed Human Resource Management Department through the use of interviews. The philosophy of this research was interpretivist in nature, the data collected was qualitative in nature and inductive and we were trying to explore which out of the three Human Resource Management Practices yield the most Affective Commitment from the perception of employees in a Bangladeshi telecommunication organization