The Effect of Commitment-based Human Resource Practices on Shared Mental Models：The Mediating Effect of Trust Organizational Climate

• Main Authors: Hua-Fang Lin, 林華芳
• Other Authors: Min-Shi Liu
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/3zev8y

碩士 === 東吳大學 === 企業管理學系 === 103 === In recent years, since the teamwork is essential in a company’s success, many scholars believe that shared mental models is determine the organizational and operational performance. Thus, how to organize the human resource management practices to create the trust organizational climate and influence team members of the shared mental model, is a topic worth exploring. The purpose of this study is to explore the effect of commitment-based human resource practices on shared mental models, and the mediating effects of trust organizational climate. The data was collected from 20 financial service institutions and 188 teams through questionnaires. This study collected 625 valid samples from employees for analysis. We used HLM analysis and regression analysis to explore the relationship between the variables. The results revealed that commitment-based human resource practices are positively associated with shared mental models. In addition, trust organizational climate plays a mediating role of commitment-based human resource practices and shared mental models.