The commitment approach, therefore, indicates taking a longterm
perspective on employment relations by training and investing in
employee skills, sharing information with employees regarding performance,
ensuring employee well-being, and minimizing status differences (Kossek &
Block, 2000). The commitment HR bundle includes diverse practices such as
employment security, performance-based compensation and employee
participation (MacDuffie, 1995; Pfeffer, 1998). Through employment
security, an organization expresses its commitment to the workforce and
employees will, in return, reciprocate the commitment to the organization.
In the same way, internal promotion will connect the employee’s career
interest to the current employer, which will motivate the employee to act with
the company’s best interests in mind