The Effects of Perceived Consistent HRM Messages on the Relationship between Perceptions of High-Performance Work Systems and Organizational Commitment

Abstract

In this paper, we examined the effects of perceptions of high-performance work systems on affective and continuance commitment. In addition, we considered the concept of consistent HRM messages to examine their direct effects on organizational commitment and the interaction effects between perceptions of high-performance work systems and perceived consistent HRM messages. The analysis results confirmed that perceptions of high-performance work systems had a significant positive impact on both affective and continuance commitment and that perceived consistent HRM messages had a significant positive impact on affective commitment. On the other hand, the results showed that perceived consistent HRM messages had no significant effect on continuance commitment. Furthermore, when perceived consistent HRM messages were high, the effects of perceptions of high-performance work systems on affective and continuance commitment were not confirmed. However, contrary to the hypothesis, when perceived consistent HRM messages were low, perceptions of high-performance work systems increased continuance commitment.