The Political Organization of Human Resource Management Practices and the Engagement of Employees at Work

Abstract

The main problem addressed in this study is the role of the organizational policy of Human Resource Management in increasing employees' commitment at work. The acceptance criteria for this study include a considerable number of reviewed meta-analytic studies that focus on employee engagement in the workplace and its relationship with several organizational policy variables managed by the human resources team. Mainly, the focus has been on reviews of meta-analytic studies from the 1990s to the progress of analytical reviews of commitment and organizational policies of recent studies. Despite including the results of studies conducted out of context, this study will not address specific ways and cross-cultural issues arising from these researches. The random effects model was used as a meta-analysis method, focusing on many meta-analytic reviews and new approaches for conceptualizing and measuring organizational commitment in relation to other variables. Various studies reported moderate correlations between organizational policy variables and employee work engagement. In conclusion, it can be noted that there is a lot of documented evidence that speaks about the importance of organizational policies and their effect on employee engagement. The recommended implications of this study for future research and practices suggest the creation of practices on the engagement of employees in the workplace, such as the preliminary identification of professional skills concerning the position of their engagement.

Keywords: political organization of human resource management practices, employee engagement at work, organizational justice, socialization and training, employee promotion

DOI: 10.7176/RHSS/14-1-06

Publication date: January 31^st 2024