Global Journal of Economic and Finance Research

This study aimed to examine the role of recruitment and selection practices in shaping employee organizational commitment in organizations operating in Bosnia and Herzegovina. The empirical research was conducted on a sample of 128 companies from different regions of the country, and the data were collected through a survey questionnaire. The dimensional structure of the research constructs was examined using multivariate statistical procedures, after which the proposed hypotheses were tested through regression analysis. The findings indicate that recruitment and selection practices have a statistically significant and positive impact on overall organizational commitment. In addition, a significant positive relationship was identified between recruitment and selection practices and affective and normative organizational commitment, while the relationship with continuance commitment, although statistically significant, was notably weaker. These results suggest that transparent, fair, and consistently implemented recruitment and selection practices contribute more strongly to employees’ emotional attachment and sense of moral obligation toward the organization than to commitment primarily driven by perceived costs of leaving. The findings are discussed in relation to existing theoretical and empirical research, emphasizing the importance of professional hiring practices for long-term employee commitment. In the specific context of Bosnia and Herzegovina, where organizations face persistent challenges related to employee retention and labor market mobility, the study emphasizes the strategic role of recruitment and selection systems as internal mechanisms for enhancing organizational commitment and fostering stable and sustainable employment relationships.

recruitment, selection, organizational commitment, affective organizational commitment, continuance organizational commitment, normative organizational commitment.

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