A Mixed Methods Study on the Relationship among Strategic Human Resource Practices, SOAR, and Affective Commitment in the Federal Workplace
Technical Report,01 Jan 2014,10 Feb 2016
US ARMY TARDEC WARREN United States
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Employees who remain with an organization because they want to, represent a positive organizational phenomenon known as affective commitment AC. The purpose of this study is to investigate the predictive ability of strategic Human Resource HR practices to create AC in the context of federal knowledge workers, determine the role of SOAR in the relationship between strategic HR practices and AC, and the effect of AC on positive behavioral outcomes. SOAR stands for strengths, opportunities, aspirations, and results. This mixed methods study explored the relationship among strategic HR practices, SOAR, AC, and behavioral outcomes. Data were gathered using a survey instrument containing 42 items. The population was federal knowledge workers in a science and technology field. 204 participants completed the study survey and a final sample of N 188 surveys were used for analysis. Quantitative analysis was conducted using descriptive and inferential statistics qualitative analysis included thematic analysis. Results from the quantitative analysis suggested that strategic HR practices predict AC the SOAR construct is a partial mediator of the relationship between strategic HR practices and AC SOAR did not function as a moderator of the relationship between strategic HR practices and AC and AC encourages the development of positive behavioral outcomes. Results from the qualitative thematic analysis suggested that there are seven prominent themes that sustain commitment in this federal organization and they are accountability, career advancement, leadership, meaningful work, mission, rewardrecognition, and training.
- Personnel Management and Labor Relations
- Administration and Management