The relationship between high commitment human resource management and work-related outcomes with work values as the moderator

• Main Authors: Ya-Yu Hsu, 許雅玉
• Other Authors: Luo Lu
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/84475069086168138413

碩士 === 國立臺灣大學 === 商學研究所 === 98 === The aim of this study was to examine the relationships between high commitment HRM and work-related outcomes in a cultural context of a Chinese society (Taiwan). “Workload” was selected as the job related variable in order to control for its potential. In addition, we also explored the moderating effect of work values (including three facets: “opportunities to use my personal abilities”, “material gratification”, and “interpersonal satisfaction”) on the relationships between high commitment HRM and work-related outcomes. The purposive sampling method was used to conduct surveys with structured questionnaires among full-time workers in Taiwan. A total of 466 participants returned valid responses for further analysis. Analyses revealed that for Taiwanese workers, workload had positive impacts on work performance where as high commitment HRM was positively associated with organizational commitment. More importantly, we found that work values - “interpersonal satisfaction” could moderate the relationship between high commitment HRM and organizational commitment and the relationship between high commitment HRM and work performance. It is thus recommended that in addition to implementing high commitment HRM practices, companies should pay more attention to align employees’ work values with organization’s HR policies to maximize the effectiveness of employees.