The effect of sustainable human resources practices on employees organizational commitment and organizational citizenship behavior during the Covid-19

The Covid-19 epidemic, which affected the world after March 2020, has restricted human life, production, consumption, lifestyle, and many areas in which people live, and has even brought people to the stage of removing them from the current order. The Covid-19 process has forced many organizations to make fast and efficient decisions regarding human resources management policies and practices. One of these decisions is the remote working model. This study aims to determine whether there is a relationship between the sustainable human resources policies, and practices of employees during the Covid-19 epidemic and organizational commitment, and organizational citizenship behaviors, which are among the leading issues of positive organizational behavior, and, if so, the direction and strength of the relationships. Quantitative research method was used in the research. The sample of the research consists of 544 employees working in organizations operating in the Organized Industrial Zone in Afyonkarahisar province. Human resources policies and practices, organizational commitment, and organizational citizenship behavior scales were used to collect data in the study. Pearson correlation, multiple linear regression, independent sample t-test, and analysis of variance were used to analyze the data. In line with the findings, the perceptions of remote workers regarding human resources management policies and practices organizational commitment, and organizational citizenship behaviors during the Covid-19 period were higher than those working at work. It has been determined that human resources policies and practices positively affect employees' organizational commitment and organizational citizenship behaviors. It was found that employees' attitudes toward human resources management policies and practices, organizational commitment, and organizational citizenship behaviors differ according to demographic variables. It is thought that this study makes significant contributions to the literature in terms of revealing how employees' organizational behaviors and perceptions differ in a period when the remote working model is implemented, and important clues and suggestions for future research are offered.