This study examined the role of human resource practice and job characteristics on employee engagement and organizational commitment, and also examined the role of employee engagement as the mediator on the relationship between human resource practice, job characteristics and organizational commitment. Previous studies found that HR practice and job characteristics play significant role in increasing employee engagement and organizational commitment. However, the process of how HR practice and job characteristics influence organizational commitment trough employee engagement is rarely discussed yet, especially in the context of Indonesia. Data from 213 respondents were collected through questionnaires and analyzed using structural equational modeling. The result showed that HR practice and job characteristics positively influence organizational commitment, while job characteristics positively influence organizational commitment, and employee engagement positively influence organizational commitment. However, surprisingly the result of this study also showed that HR practice negatively influence employee engagement. This study revealed different result with the majority of the studies that found HR practice has positive influence on employee engagement. Regarding this surprising result we conclude that HR practice can be considered as “best practice” that can differ for each company and can produce different results in their implementation for each company or organization. Therefore, the context in which this practice is implemented play significant role in determining the result.
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