The role of organizational commitment in the relationship between human resource management practices and competitive advantage in Jordanian private universities

Abstract

Human Resource Management (HRM) has the capacity of influencing the organizational behavior of the employees, thereby ensuring the achievement of the competitive advantage. This study proposes to assess the relationship between human resources (HR) practices and competitive advantage. It is also intended to test organizational commitment as a mediator, between HR practices and competitive advantage among the employees of the private universities in Jordan. The data were gathered from 232 individuals employed at ten private universities located in Jordan. PLS, SEM was performed on the data, using the SmartPLS 3 software. HRM practices result in a statistically significant variation in competitive advantage. Relationship of HRM practices and competitive advantage was partially mediated by organizational commitment. HRM practices resulted in a statistically significant variation in and organizational commitment. Our findings contribute to the existing body of literature of how organizational commitment can mediate the relationships among the HR practices adopted by organizations and competitive advantage. Jordanian private universities should improvise extra attention over HR practices that contribute positively toward the performance of employees.