Abstract
The research identified which organizational commitment and HRM practices influence work engagement of 138 teachers at Tacurong National High School. The descriptive-correlation method was used in a quantitative non-experimental approach. The mean, Pearson product-moment correlation, and multiple regression were used to evaluate the data. Results showed that there was a high degree of organizational commitment, work engagement, and HRM practices. Furthermore, HRM practices and organizational commitment has a significant relation with work engagement. Regression study revealed that HRM practice domains such as training and development, performance appraisal, work-life balance, and rewards and benefits had no influence on teachers' work engagement, as well as organizational commitment domains such as: continuance and normative commitment, have no influence on work engagement, but the affective commitment influence work engagement of teachers. Nevertheless, HRM practices, organizational commitment, and work engagement aided in teachers' effectiveness, which benefited the school and, most importantly, the learners.
