在华韩资中小企业的高承诺人力资源管理对中国员工工作满意度和组织承诺的影响

发布时间：2023-05-18 05:34

　　如今,企业迅速应对日益激烈的全球竞争和迅速变化的技术,满足顾客的需求才能生存下去。特别是对于迅速变化的环境的迅速应对能力和适应能力左右着企业的生存。在如此激烈的竞争环境中,企业为了加强竞争优势,认识到人力资源(Human Resource)及人力资源管理(Human Resource Management)的作用的重要性。最近,为了企业成功最有效的方法是人力资源的视角广泛扩散,为了确保企业及人力资源的快速应对能力和适应能力,革新的重要性正在逐步得到强调。可以说这样的革新与维持及达成组织的目标,竞争优势以及绩效有着密切的关系。最近,在人力资源管理领域企业拥有的资源中,关于以人力资源为基础的确保持续的竞争优势的研究正在进行中。提及重视企业拥有的资源的资源基础理论(Resource-based Theory)是企业拥有的资源中人力资源在组织战略上的重要因素。企业要想获得竞争力,需要具备有价值的、稀有、难以替代,难以模仿特性。具有其人力资源的企业与其他企业相比绩效方面更优秀。人力资源的重要性早已被众学者所强调,如今,大部分的其他资源比以前更容易入手,所以确保战略优势和维持现状越来越困难,因此,...

【文章页数】：83 页

【学位级别】：硕士

【文章目录】：
详细摘要
ABSTRACT
CHAPTER 1 INTRODUCTION
    1.1. THE SOURCE OF TOPIC
        1.1.1. The importance of human resource management
        1.1.2. The importance of strategic human resource management
        1.1.3. The importance of HRM in Small-Medium Enterprise
    1.2. RESEARCH BACKGROUND AND SIGNIFICANT
    1.3. LITERATURE REVIEW
        1.3.1. The previous research on High-commitment HRM
        1.3.2. The previous research on Job satisfaction
        1.3.3. The previous research on Organizational commitment
        1.3.4. The previous research on the relationship among three variables
        1.3.5. Analysis of Literature Review
    1.4. THE RESEARCH OBJECTIVE
    1.5. THE RESEARCH SCOPE AND METHODS
    1.6. THESIS STRUCTURE
CHAPTER 2 THEORETICAL BACKGROUND AND HYPOTHESIS
    2.1. THEORETICAL BACKGROUND
        2.1.1. Small-Medium Enterprise
        2.1.2. The differences of HRM between SME and Large Enterprise
        2.1.3. The characteristics of Chinese HRM
        2.1.4. The relationship between the high-commitment HRM and the employee’s attitude
    2.2. RESEARCH MODEL
    2.3. HYPOTHESIS
        2.3.1. Hypothesis of high-commitment HRM on the job satisfaction
        2.3.2. Hypothesis of high-commitment HRM on the organizational commitment
    2.4. SUMMARY
CHAPTER 3 MEASUREMENT AND DATA COLLECTION
    3.1. OPERATIONAL DEFINITION AND MEASUREMENT OF VARIABLES
        3.1.1. High-commitment Human Resource Management
        3.1.2. Job Satisfaction
        3.1.3. Organizational commitment
    3.2. QUESTIONNAIRE DESIGN
    3.3. DATA COLLECTION
    3.4. SAMPLE COMPOSITION
    3.5. SUMMARY
CHAPTER 4 EMPIRICAL ANALYSIS RESULT
    4.1. RELIABILITY ANALYSIS
    4.2. VALIDITY ANALYSIS
    4.3. CORRELATION ANALYSIS
    4.4. HYPOTHESIS VERIFICATION
    4.5. SUMMARY
CHAPTER 5 DISCUSSION AND SUGGESTION
    5.1. DISCUSSION
    5.2. SUGGESTION
    5.3. SUMMARY
CONCLUSION
References
APPENDIX : QUESTIONNAIRE
ACKNOWLEDGE
RESUME



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