Gaining competitive advantage by the need to attach the workforce to the organization and attractive qualified employees/ have caused a leap in the number of studies aiming
to study the relationships between HR practices and organizational commitment./
The findings of the mentioned studies prescribes many important variables/ which include training, information sharing and awards (Pare & Tremblay, 2007) The findings from existing studies confirm a positive relationship between organizational
commitment and HR practices (Paul and Anantharaman 2004)./ Moreover/ studies that do systematic evaluation also show a positive correlation between HRM system and organizational commitment./ The social exchange theory also
indicates the positive correlation between HR practices and organizational commitment./ According to this theory/
a social exchange relation takes place between employees and organizations/ which means that the opportunities presented the employees by the organization makes the employee feel the responsibility to give something back to the organization.