Innovative human resource management (HRM) practices as predictors of employee job involvement and organizational commitment

Summary This paper aims to investigate the innovative human resource management (HRM) practices that significantly influence employee job involvement and organizational commitment in selected large companies belonging to the Top 1000 corporations in the Philippines. The findings reveal that the subject companies are extensively implementing various innovative practices related to HRM functions that enhance employee job involvement and organizational commitment. HRM functions related to employee relations, training and development, and recruitment and selection are found to be significant determinants of job involvement. On the other hand, HRM functions related to employee relations, recruitment and selection, performance management, and compensation are found to be significant factors of organizational commitment. Employee relations proved to be the most significant predictor of employee job involvement and organizational commitment.