TY  - JOUR
AB  - Purpose The purpose of this paper is to explain the mediation effect of affective commitment on the relationship between human resource management practices and informal workplace learning.Design/methodology/approach This paper develops a conceptual framework along with propositions by integrating comprehensive literatures, in the field of human resource management, affective commitment and informal workplace learning. Through the review of detail literature and based on the situated learning theory (Lave and Wenger, 1991) and organizational support theory (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002; – and Eisenberger, 2006), it is proposed that eight human resource practices could affect informal workplace learning. Moreover, it is also argued that affective commitment could mediate the relationship between HRM practices and informal workplace learning.Findings This paper provides a conceptual framework on human resource management practices and informal workplace learning which is mediated by affective commitment.Originality/value None of the models presented in the literature details the mediation of affective commitment on the relationship between human resource management practices and informal workplace learning which is mediated by affective commitment as indeed the most recent research on the subject envisages.
VL  - 11
IS  - 2
SN  - 2042-3896
DO  - 10.1108/HESWBL-01-2020-0004
UR  - https://doi.org/10.1108/HESWBL-01-2020-0004
AU  - Khandakar Md Shariful Alam
AU  - Pangil Faizuniah
PY  - 2020
Y1  - 2020/01/01
TI  - The role of affective commitment on the relationship between human resource management practices and informal workplace learning
T2  - Higher Education, Skills and Work-Based Learning
PB  - Emerald Publishing Limited
SP  - 487
EP  - 507
Y2  - 2024/04/25
ER  -