Optimising human resource system strength in nurturing affective commitment: Do all meta-features matter?

This study aims to examine three propositions of how human resource (HR) system strength meta-features-distinctiveness, consistency and consensus-operate together to better understand how they relate to affective commitment. We test a continuum proposition based on anadditive(the sum of all features) and acompensatorymodel (the features as counteractive), a precursor proposition based on amediationmodel, and an equifinality proposition based on aconfigurationalmodel (distinguishing between different profiles of the features). The findings, drawn from a survey of 2844 part-time employees from a Dutch home care organisation, demonstrate that all three meta-features are important for generating HR management system strength and affective commitment among employees, but not to the same extent. We also find evidence that consistency is positively and directly related, whereas distinctiveness and consensus are positively and indirectly related to affective commitment via consistency.

Automated summary

The study found that distinctiveness, consistency, and consensus of HR system strength have significant impacts on affective commitment among employees, with varying degrees of influence. Consistency is directly related to affective commitment, while distinctiveness and consensus indirectly affect affective commitment through consistency.