The Impacts of Human Resource Management Practices and Leader-Member Exchange on the Provincial Waterworks Authority’s Employees’ Attitudes and Behaviors

Abstract

This study examined the impacts of HR practices and leader-member exchange (LMX) on employee work attitudes and behaviors through perceived organizational support (POS). It was predicted that rewards, training and development, internal promotion, information provided by HR, working conditions and performance management would infuence POS. For LMX, it was predicted that leaders or supervisors would act as representatives of the organization in implementing these HR practices, and thus would be a predictor of affective commitment and POS. Ultimately, the  predicted POS would infuence employees’ attitudes and behaviors. The data were derived from questionnaires collected from 520 employees working for the Provincial Waterworks Authority in 74 provinces across Thailand. Structural equation modeling results revealed that HR practices including rewards, training and development, internal promotion, information provided by HR, and working conditions were found to have a direct impact on POS. LMX was found to have a direct impact on affective commitment and POS. Moreover, POS ultimately demonstrated its positive relationship to employee work attitudes and behaviors.