Changes in Human Resource Management Practices and its Effect on Job Satisfaction, Job Performance and Firm Performance during Global Economic Crisis

• Main Authors: Liao Chen Chen, 廖貞貞
• Other Authors: Meiyu Fang
• Format: Others
• Language: en_US
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/58279906536911932074

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.