ORGANIZATIONAL COMMITMENT AND HUMAN RESOURCE PRACTICES: THE “XSA” CASE

ABSTRACT The relation individual/organization has been source of several studies on management. Those studies seek to promote and to stimulate the individuals’ involvement to the company, reducing conflicts and increasing the productivity. One approach of such studies focuses on the organizational commitment as one of the ways of understanding the ties between the individual and the organization. This paper aims to present the relation between the human resources practices used by the companies, including the knowledge management, and the employees’ commitment. To analyze the commitment we used the model of Meyer e Allen, focusing on three components: affective, normative and instrumental. The empirical research was undertaken in a logistic company of the State of Minas Gerais, from now on designated as XSA. The data was obtained from a questionnaire applied to a selected and representative sample of 93 employees. The results showed that human resources practices have influenced the affective and normative dimensions of the commitment. The higher rates were observed in the practices of knowledge and relationship management. So, we can conclude that those practices are essential to keep the employees ties with the company.