The Linkage Between Communication Satisfaction, Human Resources Management Practices, Person-Organization Fit, and Commitment: Evidence From Malaysia

Background: This article explores the previously undiscovered relationship between communication satisfaction (CS), human resources management (HRM) practices, person-organization fit (P-O fit), and affective commitment (AC) among full-time Malaysian employees in the service industry. Literature review: Despite the recent proliferation of papers dealing with communication satisfaction, little work investigates the role of HRM practices and P-O fit as mediators of the relationship between communication satisfaction and AC. Research question: Do HRM practices and P-O fit act as mediators of the relationship between communication satisfaction and AC? Research methodology: A structural equation model using partial least squares is employed to study the impact of HRM practices and P-O fit on the linkage between communication satisfaction and AC among 195 full-time employees from various organizations in the service sector in Malaysia. Results: The results suggest that high communication satisfaction leads to positive perceptions of HRM practices, which, in turn, lead to favorable perceptions of P-O fit and then ultimately to high AC. Conclusions: This study provides useful insights for human resource managers in addressing the linkage between communication satisfaction, HRM practices, P-O fit, and AC. If HRM policies are communicated positively, employees will perceive them to be fair, and that perception leads to a perception of P-O fit. HRM policies can also improve P-O fit if employees undergo training to align their values with the values of their organization. These perceptions lead to higher AC, thus contributing to the overall positive working atmosphere in the service industry.

Human resources management (HRM) practice has received attention due to its potential effect on work-related outcomes, such as organizational commitment [1], [2]. Contemporary workers do not accept organizational policies or decisions blindly if they do not fulfil their aspirations [3], [4]. The fit between the person and the environment (P-O fit) is also an important factor of organizational outcomes, such as organizational performance, commitment, and staff turnover [5]–[8]. Given the growing interest in HRM practices and person-organization (P-O) fit, the lack of research on the mediating effect of HRM practices and P-O fit in the relationship between communication satisfaction and affective commitment (AC) is a significant gap in the literature. The research question that this study aims to answer is whether HRM practices and P-O fit act as mediators of the relationship between communication satisfaction and AC. This research question is answered via three hypotheses (H4, H5, and H6). Intending to address these linkages, the article reviews the literature and develops a research model to test.