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This paper is a conceptual discussion of the construct of employee commitment identifying its antecedents in an organisational context. While the paper is of general interest to human resource management (HRM), it arose as part of a study on the commitment of academic staff in universities in Uganda. The paper suggests a framework for studying employee commitment, and proposes 21 hypotheses for future research basing on a review of recent literature. Each hypothesis suggests an antecedent. The antecedents are grouped into three categories, namely; HRM practices, organisational and personal characteristics. In terms of HRM practices, it is hypothesised that recruitment, selection, performance appraisal, promotion, participation, remuneration, job design, job security and grievances handling are antecedents of employee commitment. In regard to organisational characteristics, it is hypothesised that organisational structure, leadership styles, employee relationships and organisational support are antecedents of employ commitment. With personal characteristics, it is hypothesised that age, gender, educational level, marital status, job experience, job position and self-efficacy are antecedents of employee commitment. Gaps in the studies reviewed are identified.
Keywords: Employee Commitment; HRM Practices