The Relationship among Human Resource Management Practices, Employee’s Perception of HRM Practices, Work Motivation and Organizational Commitment.

• Main Authors: Ya-Chien Lin, 林亞蒨
• Other Authors: Mei-Yu Fang
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/92271336078348658759

碩士 === 國立中央大學 === 人力資源管理研究所 === 99 === The main purpose of this study is to discuss about the relationship among human resource management practices, employee’s perception of HRM practices, work motivation and organizational commitment. We collected data from Top 1000 manufacturing industry, Top 500 service industry and Top 100 financial industry reported by CommonWealth Magazine in 2009. We use questionnaire to inquire how much the company emphasize on HRM practices and what employees think about their job. We finally got 37 company data completed by senior HR managers and 589 valid questionnaires completed by employees, resulting a return rate of 46.81% and 39.85% respectively. Data were analyzed via hierarchical regression and the results are as following: First, we found that employee’s positive perception of staffing practices have mediating effect on the relationship between staffing practices and organizational commitment. Second, we also found that employee’s perception of training practices and organizational commitment were positively moderated by intrinsic work motivation; employee’s perception of compensation practices and organizational commitment were negatively moderated by intrinsic work motivation and positively moderated by extrinsic work motivation. At the end, we discussed theoretical and practical implications of these results for future application.