| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 99 === The link between Human resource management practices and performance has been
studied and given great emphasis on by past researches who proposed to understand the
relationship between them, but little has been touched on the importance of changes in HRM
practices when firms are faced with economic downturns. The present study emphasizes on
the relationship between changes in HRM practices and performance. This study investigates
the relationship between changes in HRM practices (such as staffing, compensation & benefit,
and training & development practices) and their effect on HR-related outcomes (such as job
satisfaction), as well as more distal outcomes (such as job performance and firm performance)
with samples coming from companies that were listed as 1000 best companies to work for in
Taiwan by Commonwealth magazine in the year 2009.
The result revealed positive relationships between changes in HRM practices and job
satisfaction, but only change in staffing practices was positively related to job performance.
Job satisfaction mediated the relationship between changes in staffing practice and job
performance. The study also revealed positive relationship between changes in HRM
practices and most of the indicators of firm performance, except for return on assets. Practical
implications of the results are discussed.
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