The role of affective commitment on the relationship between human resource management practices and informal workplace learning

Purpose The purpose of this paper is to explain the mediation effect of affective commitment on the relationship between human resource management practices and informal workplace learning. Design/methodology/approach This paper develops a conceptual framework along with propositions by integrating comprehensive literatures, in the field of human resource management, affective commitment and informal workplace learning. Through the review of detail literature and based on the situated learning theory (Lave and Wenger, 1991) and organizational support theory (Eisenbergeret al., 1986; Rhoades and Eisenberger, 2002; - and Eisenberger, 2006), it is proposed that eight human resource practices could affect informal workplace learning. Moreover, it is also argued that affective commitment could mediate the relationship between HRM practices and informal workplace learning. Findings This paper provides a conceptual framework on human resource management practices and informal workplace learning which is mediated by affective commitment. Originality/value None of the models presented in the literature details the mediation of affective commitment on the relationship between human resource management practices and informal workplace learning which is mediated by affective commitment as indeed the most recent research on the subject envisages.