EFFECTIVE COMMITMENT IN THE MANY EGYPTIAN BUSINESS SECTORS
THE ROLE OF THE HUMAN RESOURCES DEPARTMENT AND LINE MANAGERS
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Based on the social exchange theory (Blau, 1967), the researcher investigates the impact of two key Human Resources Management (HRM) actors on the affective commitment of employees: line managers and the HR department. The researcher examined the effect of these two HRM actors on the affective commitment of employees working in business sector in Egypt because, according to the research, perceived HRM rather than intended HRM is the primary driver of employee behaviours and attitudes. First, the researcher adopts the framework established by Gilbert, Winne, and Sels (2018), which tests the inf...
Based on the social exchange theory (Blau, 1967), the researcher investigates the impact of two key Human Resources Management (HRM) actors on the affective commitment of employees: line managers and the HR department. The researcher examined the effect of these two HRM actors on the affective commitment of employees working in business sector in Egypt because, according to the research, perceived HRM rather than intended HRM is the primary driver of employee behaviours and attitudes. First, the researcher adopts the framework established by Gilbert, Winne, and Sels (2018), which tests the influence of the line managers' implementation of HR practises, relation-oriented leadership behaviour of line managers, and the Quality of Service of the HR department on the affective commitment of employees in three service organisations in Belgium, and determines whether or not this framework applies to the ICT sector employees in Egypt. Second, the researcher contributes to the literature by determining which of the aforementioned three variables contributes to the affective commitment of employees in Egypt.194 Egyptian employees working in business sector were surveyed for this study.
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