The Causal Relationship Model of Human Resource Management that affects Employee Commitment to Organizations in Social Enterprises in Thailand

Background and Aims: This research explores the causal relationship model of human resource management (HRM) and its effect on employees' organizational commitment in social enterprise businesses in ThailandThe objectives of this study are (1) to investigate the causal relationship model of HRM affecting employees' organizational commitment in social enterprise businesses and (2) to propose a causal relationship model of HRM that influences employees' organizational commitment in social enterprises.  Methodology: The study utilizes inferential statistical analysis, particularly Structural Equation Modeling (SEM). (Hair et al., 2010).  Results: The study confirms all three hypotheses, demonstrating that HRM has a direct positive relationship with employees' affective organizational commitment, with a direct effect (DE) of 0.418*. For continuance commitment, the hypothesis testing results showed a direct effect (DE = 0.342*) and an indirect effect (IE = 0.247*), both of which were accepted. For normative commitment, the hypothesis testing results revealed an influence with a direct effect (DE) of 0.594*.