Based on social exchange theory, we investigate the impact of HRM investments made by two important HR actors, i.e. line managers and the HR department, on employees’ affective commitment. More specifically, we examine the independent and joint impact of three different independent variables:...

Integrating soft HRM and self-determination theory, we propose a model in which the presence of five HRM practices and the degree to which an employees’ talents, interests, and expectations are taken into account within these practices influence work outcomes through basic need satisfaction....