Organizational Commitment in HRM Practices: Insights from the Ghanaian Banking Industrial Experience| Chapter 13 | Insights into Economics and Management Vol. 6
The degree to which HRM activities are able to cultivate an emotional connection between firms and employee goals is referred to as organisational engagement. The aim of this study was to look into the nature of the connection between HRM practises and organisational commitment in Ghana's banking industry. The researchers looked at six HRM activities in five commercial banks in Ghana, using Allen and Meyer's three-component model as the underlying principle of organisational engagement. A descriptive with multiple regression analysis was used to evaluate the current relationship between HRM activities and organisational engagement, using the quantitative method of study. Affective and normative forms of commitment were favoured over continuance forms of commitment, according to the results of the study. While the affective and normative commitments of respondents included performance-based compensation, contact and information sharing, training and growth, and rewards and recog...