The role of organizational commitment in the impact of strategic human resource management practices on organizational learning: A study in educational institutions

The purpose of this study is to examine the role of organizational commitment in the effect of strategic human resource management practices on organizational learning. According to the results of the study, no significant differences were found between public and private schools, managers and teachers, women and men, different age groups, marital status and length of professional seniority in terms of strategic HRM approaches, organizational learning and commitment levels. However, the length of service in the organization stood out as an important variable. It was determined that employees with 20 years or more of working experience had lower levels of emotional commitment and organizational learning compared to employees with shorter working experience. These findings reveal that length of service has an effect on organizational commitment and learning. The results of this study reveal that strategic human resource management in educational institutions has a significant impact on individual learning processes and emotional commitment of employees. Strategic HRM practices strongly support individual learning and affective commitment and also have significant effects on team and community level learning. However, its impact on learning at the organizational level remains more limited. Emotional and continuance commitments contribute positively to the learning process at the individual and community levels. These findings suggest that strategic human resource management can improve the overall performance of organizations by increasing employees' learning and engagement levels. Key Words: Human Resources, Strategic Human Resources Management, Organizational Learning, Organizational Commitment.