HUMAN RESOURCE DEVELOPMENT STRATEGIES AND HUMAN RESOURCE MANAGEMENT THAT AFFECT ORGANIZATIONAL COMMITMENT TO CREATE COMPETITIVE ADVANTAGES

Abstract

          The objectives of this research article were to: 1) to study the impacts of human resource development on organizational commitment, 2) to study how human resource development can, directly and indirectly, enhance the competitive advantage, 3) to study the impacts of human resource management on organizational commitment, 4) to study how human resource management can, directly and indirectly, enhance the competitive advantage, 5) to study how organizational commitment directly enhances its competitive advantage and 6) to develop a model of human resource development strategies and human resource management that affect organizational commitment to creating competitive advantages. This research uses mixed research models; qualitative analysis and quantitative analysis. Qualitatively, in-depth interviews were used with 7 interviewees from the head of the organization. For the quantitative method, the population was the automotive industry with 175 companies in the Eastern Economic Corridor Project (EEC).A questionnaire was used to collect data from 440 samples by stratified sampling method. The data were analyzed by using Structural Equation Modeling (SEM). The results showed that the model is harmonious with the empirical data, with index values  /df = 1.288, CFI = 1.000, GFI = 0.970, AGFI = 0.950, RMSEA = 0.026 และ SRMR = 0.014, which confirmed that human resource development and human resource management affect the organizational commitment. Human resource development and human resource management are directly and indirectly affect the competitive advantage. Organizational commitment directly affects competitive advantage and can be modeled on human resource development strategies and human resource management that affect organizational commitment to creating competitive advantages.