Using the premises of the Ability-Motivation-Opportunity theory, the main aim of the paper is to answer the question of how HRM practices affect individual commitment considering task uncertainty as for the important moderator of the relationships between HRM practices and commitment. For that purpose, we use data from 164 employees working in 32 teams in international recruitment and selection agency departments located in Poland. We find out that HR practices differently affect organizational commitment. In particular, HR practices focused on fostering employees’ motivation and creating opportunities within organizations positively influence affective commitment, while HR practices focused on fostering employees’ abilities are negatively related to continuance commitment. Further, we also find that task uncertainty significantly moderates the relationship between HR practices and continuance commitment. The study finishes with theoretical and practical implications and future research directions.

中文翻译：

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以能力，动机，机会为导向的人力资源管理实践和组织承诺的感知：任务不确定性的作用

利用能力，动机，机会理论的前提，本文的主要目的是考虑人力资源管理实践与承诺之间关系的重要调节因素，考虑任务不确定性，回答人力资源管理实践如何影响个人承诺的问题。为此，我们使用来自位于波兰的国际招聘和选拔代理部门的32个团队的164名员工的数据。我们发现，人力资源实践对组织承诺有不同的影响。尤其是，人力资源实践侧重于培养员工的动机并在组织内部创造机会，对情感承诺产生积极影响，而人力资源实践侧重于培养员工的能力与持续承诺负相关。进一步，我们还发现，任务不确定性极大地缓解了人力资源实践与持续承诺之间的关系。本研究以理论和实践意义以及未来的研究方向结束。