The Role of High-Performance HRM Practices and Commitments in Employees’ Readiness for Change

https://doi.org/10.35536/ljb.2025.v12.i2.a1

Submitted

November 22, 2023

Accepted

November 22, 2023

Accepted

November 22, 2023

Abstract

This study examines the influence of four possible antecedents related to employees’ readiness for
change (RFC): normative commitment, affective commitment, continuance commitment, and highperformance human resource management practices (HPHRMPs). While the current literature examines
the relationship between HPHRMPs and employee RFC, a comprehensive analysis of the impact of various
organizational commitments and their relationship with HPHRMPs in influencing employee RFC is still
lacking. A structured questionnaire is used to collect data from a sample of 183 Pakistani bank employees
using non-probability sampling methods. Hypotheses are tested using the bootstrapping approach in Smart
PLS 3. The results indicate a significant connection between HPHRMPs and all three organizational
commitments. Moreover, only normative commitment has a significant relationship with RFC. These
research findings are valuable for companies seeking to leverage HPHRMPs to enhance employee outcomes
and foster organizational change. The results will help organizations understand the importance of
HPHRMPs and their implications for encouraging employees to embrace change for better outcomes.

Keywords

High-performance HRM practices

normative commitment

affective commitment

organizational commitment

continuance commitment

readiness for change.

This work is licensed under LJB.

Khudadad, G., Qayyum, U., Ali, I., Ghani, U., & Zafar, M. (2025). The Role of HighPerformance HRM Practices and Commitments in Employees’ Readiness for Change. The Lahore Journal of Business, 12(2), 01-32.

https://doi.org/10.35536/ljb.2025.v12.i2.a1

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