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• W2885457056 startingPage "515" @default.
• W2885457056 abstract "Relying on a cross-level paradigm and on social exchange theory (i.e., perceived organizational support) I explore the relationships among human resource practices, trust-in-management, and organizational commitment. Individual-level analyses from a sample of 1689 employees from 180 credit unions indicate that trust-in-management partially mediates the relationship between perceived organizational support and organizational commitment. Cross-level analyses using hierarchical linear modeling indicate that human resource practices affect the relationship between perceived organizational support and organizational commitment or trust-in-management." @default.
• W2885457056 created "2018-08-22" @default.
• W2885457056 creator A5041704063 @default.
• W2885457056 date "2001-10-01" @default.
• W2885457056 modified "2023-10-18" @default.
• W2885457056 title "Do “high commitment” human resource practices affect employee commitment?" @default.
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• W2885457056 doi "https://doi.org/10.1177/014920630102700502" @default.
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