Effect of Human Resource Management Practices on Employee Commitment an a Faith-Based Non-Governmental Organization in Greater Accra Region, Ghana

Abstract

This study explores the effect of human resource management (HRM) practices on employee commitment in a faith-based NGO in Ghana's Greater Accra region. Using a quantitative, cross-sectional design, data was collected from 341 employees, including 174 administrative staff, 50 managers, and 117 ministers, via self-administered questionnaires. Descriptive statistics, t-tests, ANOVA, correlation, and multiple regression analyses were employed. The findings indicate that age, education level, years of employment, and job status significantly influence perceptions of HRM practices implementation. Marital status, years of employment, and job status were significantly influenced employee commitment. Notably, education level negatively influenced commitment, while hiring, remuneration, performance appraisal, and training positively correlated with commitment. Education level also affected the implementation of remuneration and training, whereas employment duration influenced performance appraisal and training practices. Regression analysis revealed six predictors of employee commitment, collectively explaining 33.5% of its variance, with hiring practices as the strongest determinant. Ministers exhibited the highest levels of commitment. The study concludes that HRM practices significantly drive employee commitment, emphasizing the roles of hiring, remuneration, and performance appraisal. It recommends that faith-based NGOs strengthen their HR departments with qualified personnel to ensure effective policy implementation and administration, thereby enhancing overall employee commitment.