HIGH PERFORMANCE HUMAN RESOURCE PRACTICES, EMPLOYEE ENGAGEMENT AND AFFECTIVE COMMITMENT: THE MEDIATING EFFECT OF PERSON ORGANIZATION FIT

Abstract

This study investigates the relationship between high performance human resource practices (HPHRP) and two positive employee outcomes: affective commitment (AC) and employee engagement (EE). It specifically examines the role of person organization fit (POF) as mediator in this scenario, which is grounded in the Ability-Motivation-Opportunity (AMO) model. Smart PLS4 has been used for SEM analysis on the data collected from 366 public sector professionals in Pakistan. This study finds a clear positive correlation between HPHRP and POF. Additionally, POF greatly improves AC and EE. The findings show that the effects of HPHRP on these employee outcomes are fully mediated by POF. This study provides useful theoretical and practical insights by emphasizing how important POF is in tying HPHRP to employee outcomes. Aligning corporate and individual values is crucial, and the findings for enhancing HR practices in the public sector. Organizations should cultivate a culture that supports EE and AC, and HR practitioners should give priority on POF while implementing HPHRP. Future research opportunities are presented by the study's limitations, which include its cross-sectional design and single-country emphasis. Our knowledge of HPHRP's influence on employee outcomes can be enhanced by longitudinal research and cross-national comparisons that further examine POF's function in various circumstances.