The employee perspective on HR practices is considered an essential element in the linkage between HRM and performance. Drawing on social information process theory, the aim of this paper is to explore what factors influence employee perceptions of motivation-enhancing HR practices thereby improving the level of attachment they have towards their organization. In this regard, this study examines the influence of supervisor perceptions of motivation-enhancing HR practices as well as the perceived employee-supervisor relationship on affective commitment via employee perceptions of motivation-enhancing HR practices. Additionally, we explore the employee-supervisor relationship as a moderator in the relationship between supervisor perceptions of motivation-enhancing HR practices and employee perceptions of HR practices. The study draws on survey data from 542 employees and 38 supervisors in two large public hospitals in Pakistan. The results. generated through multilevel analysis in Mplus, suggest that both supervisors’ perceptions of motivation-enhancing HR-practices and the employee-supervisor relationship are positively associated with employee perceptions of motivation-enhancing HR practices. Moreover, employees’ perceptions of motivation-enhancing HR practices mediate 1) the relationship between supervisor perceptions of motivation-enhancing HR practices and affective commitment, and 2) the relationship between the employee-supervisor relationship and affective commitment. Finally, the employee-supervisor relationship did not moderate the relationship between supervisor perceptions of motivation enhancing-practices and employee perceptions of motivation-enhancing HR practices. This study contributes to a better understanding of the antecedents (and their boundary conditions) of employee perceptions of HR practices.
