Background: This article explores the previously undiscovered relationship between communication satisfaction (CS), human resources management (HRM) practices, person-organization fit (P-O fit), and affective commitment (AC) among full-time Malaysian employees in the service industry. Literature review: Despite the recent proliferation of papers dealing with communication satisfaction, little work investigates the role of HRM practices and P-O fit as mediators of the relationship between communication satisfaction and AC. Research question: Do HRM practices and P-O fit act as mediators of the relationship between communication satisfaction and AC? Research methodology: A structural equation model using partial least squares is employed to study the impact of HRM practices and P-O fit on the linkage between communication satisfaction and AC among 195 full-time employees from various organizations in the service sector in Malaysia. Results: The results suggest that high communication satisfaction leads to positive perceptions of HRM practices, which, in turn, lead to favorable perceptions of P-O fit and then ultimately to high AC. Conclusions: This study provides useful insights for human resource managers in addressing the linkage between communication satisfaction, HRM practices, P-O fit, and AC. If HRM policies are communicated positively, employees will perceive them to be fair, and that perception leads to a perception of P-O fit. HRM policies can also improve P-O fit if employees undergo training to align their values with the values of their organization. These perceptions lead to higher AC, thus contributing to the overall positive working atmosphere in the service industry.

中文翻译：

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沟通满意度，人力资源管理实践，个人组织契合度和承诺之间的联系：马来西亚的证据

背景： 本文探讨了服务行业全职马来西亚员工之间的沟通满意度（CS），人力资源管理（HRM）惯例，人员组织适合度（PO fit）和情感承诺（AC）之间以前未被发现的关系。 文献评论： 尽管最近有关通讯满意度的论文激增，但很少有人研究人力资源管理实践和PO适合作为通讯满意度和AC之间关系的中介者的作用。 研究问题： HRM实践和PO适合是否充当沟通满意度和AC之间关系的中介者？ 研究方法论： 使用偏最小二乘的结构方程模型来研究HRM做法和PO拟合对来自马来西亚服务行业各个组织的195名全职员工之间的沟通满意度和AC之间的联系的影响。 结果： 结果表明，较高的沟通满意度会导致对HRM实践的积极认识，进而导致对PO适应性的良好认识，最终导致较高的AC。 结论：这项研究为人力资源经理解决沟通满意度，HRM实践，PO适应度和AC之间的联系提供了有用的见解。如果对人力资源管理政策进行积极的沟通，员工将认为它们是公平的，并且这种感知会导致对PO适合度的感知。如果员工接受了培训以使其价值观与组织价值观保持一致，则人力资源管理政策还可以提高对PO的适应度。这些看法导致更高的交流，从而为服务行业的整体积极工作氛围做出了贡献。