| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 98 === Many researches in the past decade years have approved that Human resource management can create values for the companies, but those researches are focus on how the Human Resource Management(HRM) can directed effect on employees’ or companies’ performance, however ,they ignored what is the mechanism between HRM and performance. Furthermore, many researches pointed out that employees’ perceptions on the HRM can effect on their Job Satisfaction, Organizational commitment and job performance, so in this research we infer that HRM should first through the employees’ percept on those HRM practices, and then employees’ perceptions on HRM will first effect on their work attitudes, and then their attitudes will effect on their job performance. It is means that employee’s attitude is the most important mediate mechanism between the HRM and job performance.
We do this research in the year 2009 which is the timing that worldwide economic depression most seriously. Finally, we collected 350 samples which are from the Top 1000 companies surveyed by Common Wealth magazine. The purpose of this research is to understand the relationship between employees’ perceptions on the HRM, Job Satisfaction, Organizational Commitment and Job Performance.
The results show that: employees’ perceptions on the HRM have positive correlation between Job Satisfaction, Organizational Commitment and Job
Performance. Moreover, by the regression analysis show that, employees’ perceptions on the HRM can positively effect on the employees’ Job Satisfaction, Organizational Commitment and Job Performance, Finally, the employee’s perceptions on HRM should have indirect effect on the job performance through employees’ Job Satisfaction and Organizational Commitment.
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