Özet:

This study considers to what extent high commitment human resource management (HCHRM) practices influence employee engagement of line managers of RMG organizations in Bangladesh. The current study employed five-dimensional High Commitment HRM practices – recruitment and selection, performance appraisal, training and development, employee involvement and compensation with employee engagement of the employees. This study proposed 5 hypotheses and the results regarding structural equation modeling (SEM) found 5 hypotheses supported. The study can assist management in having better understanding about the importance of HCHRM in strengthening employee engagement in organization. We recommend future researchers to look into the mediating influence of other responses of employee in the relationship linking HCHRM and employee outcomes. 

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