TITLE:
The Impact of Human Resources Policies on Organizational Commitment: The Mediating Role of Psychological Contract (Applied Study: Alexandria Water Company)
AUTHORS:
Doaa Sabry Abdel-Nasr Nassar
KEYWORDS:
Psychological Contract, Organizational Commitment, Human Resources Policies
JOURNAL NAME:
Open Access Library Journal,
Vol.8 No.3,
March
31,
2021
ABSTRACT: The purpose of paper is to explore the role of the psychological contract as a mediating variable between human resources policies and organizational commitment in these organizations, also the paper aims to review the concept of psychological contract, and the different practices of human resources policies and organizational commitment in service business organizations. In order to achieve the purposes of the study, researcher adopted a descriptive analytical method, researcher depended on questionnaire as the main tool for collecting data; where (400) questionnaires were distributed, and (331) questionnaires were retrieved for analysis, rating (82.75%) of the distributed questionnaires. Analyzing data was conducted using a set of statistical methods including Cronbach’s alpha along with a normality test, standard deviation, exploratory factor analysis, confirmatory factor analysis, simple and multiple linear regression using SPSS-V26 and AMOS-V25. The study reached a set of results, the most important of which are: 1) There is a statistically impact at significant level (α ≤ 0.05) of human resources policies on organizational commitment through the psychological contract as a mediating variable in Alexandria Water Company in Egypt. 2) There is a significant correlation between psychological contract and human resources policies, also there is a significant correlation between human resources policies and organizational commitment, and finally there is a significant correlation between psychological contract and organizational commitment. The study reached a set of recommendations, the most important of which are: 1) Managers and firm owners should pay attention to the psychological contract, as it greatly contributes to forming employees’ image about the company competencies. 2) Managers should minimize perceptions of psychological contract violation through human resource policies that foster promises, acceptance, and reliance.