Abstract:

The aim of this paper is to analyse the effect of human resource management practices on employees’ commitment: A study of Lagos state Internal Revenue Service. The study focused on performance appraisal, compensation management and training and development against the three-dimensional models of employees’ commitment, namely: affective, continuance and normative commitment respectively. The research study made use of two theories which are the universalist theory and social exchange theory. The research design that was adopted for this paper was the survey research design and a well-structured questionnaire was used to compile appropriate information for this research. The stratified and simple random techniques were also used in this study. The total number of respondents were 400 employees and with the use of the Taro Yamen formula, a sample size of 200 respondents was gotten.  One hundred and seventy-four (174) copies of questionnaire were filled correctly and returned. The Statistical Package for Social Sciences (SPSS) was used to code the data, while the data was analysed using Structural Equation Model (SEM, SMART-PLS 3.0). The result indicated that the significance level was lower than 0.05% which caused for the alternate hypothesis to be accepted. The result pointed out that performance appraisal, compensation management and training and development all had significant influence on affective, continuance and normative commitment respectively. The study therefore recommends that organizations should ensure the effective and unbiased implementation of the selected human resource management practices to get employees to remain committed. However, organizations should adopt various practical measures that will lead to the effective workability of these practices.