Human Resource Management Practices and Organizational Commitment: The Mediating Role of Work Engagement and The Integration of Necessary Condition Analysis

Abstract

Purpose: This study examines how Human Resource Management (HRM) practices influence organizational commitment in private security companies, considering work engagement as a mediating variable.
Methodology: Post-positivist and quantitative design were applied using PLS-SEM and Necessary Condition Analysis (NCA). Data were collected from 312 security agents in Metropolitan Lima using validated Likert-scale instruments.
Results: Selection and recruitment, job security, and performance appraisal were positively associated withwork engagement, which strongly predicted organizational commitment. NCA revealed that work engagement exhibited the strongest necessary condition effect, followed by smaller necessity effects for job security, employee participation, and performance appraisal.
Implications: Findings suggest prioritizing rigorous selection processes, stable employment policies, and fair appraisal systems to improve retention and strengthen commitment in high-turnover sectors. The results offer guidance for HRM practices, workforce professionalization, and public policy in private security services.
Originality: This study integrates PLS-SEM with NCA to provide both sufficient and necessary conditions, offering a novel methodological approach and empirical evidence in a sectorparticularly within high-turnover private security settings in Latin America.