The Impact of HRM Interventions on Organizational Commitment and Employee Quality of Life: Evidence from IT and Healthcare Sectors in South India
DOI: https://doie.org/10.10399/IJBE.2026801279
A.M.NIRMALA, Dr. P.MURALI
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Keywords:
HRM Interventions ,Organizational Commitment ,Employee Quality of Life , IT and Healthcare Sectors , South India
Abstract:
This study examines the impact of Human Resource Management (HRM) interventions on organizational commitment and employee quality of life (QoL) in the IT and Healthcare sectors of South India. In an era of rapid technological advancement and high-pressure work environments, effective HRM practices such as training and development, performance management, work-life balance initiatives, compensation and benefits, and employee engagement programs play a pivotal role in fostering employee retention and well-being.
A mixed-methods approach was employed, involving a survey of 450 employees (250 from IT and 200 from Healthcare) across major cities like Bengaluru, Chennai, and Hyderabad, supplemented by in-depth interviews with HR managers. Organizational commitment was measured using Meyer and Allen’s three-component model (affective, continuance, and normative), while employee QoL was assessed through dimensions including physical health, psychological well-being, social relationships, and work-life integration.
Results indicate a significant positive relationship between HRM interventions and both outcomes. Comprehensive training programs and supportive work-life policies emerged as the strongest predictors of affective commitment, with standardized beta coefficients of 0.42 and 0.38 respectively. Employees in organizations with robust HRM practices reported 25-30% higher QoL scores and lower turnover intentions. Sectoral differences were notable: IT professionals benefited more from flexibility and career development interventions, while healthcare workers responded strongly to recognition and mental health support programs.
Mediation analysis revealed that organizational commitment partially mediates the relationship between HRM interventions and QoL. The study highlights the need for tailored HRM strategies in high-stress industries. Implications for practice include integrating digital HRM tools and sector-specific wellness programs to enhance commitment and quality of life. Limitations and directions for future longitudinal research are discussed.