如今,企業(yè)迅速應(yīng)對日益激烈的全球競爭和迅速變化的技術(shù),滿足顧客的需求才能生存下去。特別是對于迅速變化的環(huán)境的迅速應(yīng)對能力和適應(yīng)能力左右著企業(yè)的生存。在如此激烈的競爭環(huán)境中,企業(yè)為了加強(qiáng)競爭優(yōu)勢,認(rèn)識(shí)到人力資源(Human Resource)及人力資源管理(Human Resource Management)的作用的重要性。最近,為了企業(yè)成功最有效的方法是人力資源的視角廣泛擴(kuò)散,為了確保企業(yè)及人力資源的快速應(yīng)對能力和適應(yīng)能力,革新的重要性正在逐步得到強(qiáng)調(diào)。可以說這樣的革新與維持及達(dá)成組織的目標(biāo),競爭優(yōu)勢以及績效有著密切的關(guān)系。最近,在人力資源管理領(lǐng)域企業(yè)擁有的資源中,關(guān)于以人力資源為基礎(chǔ)的確保持續(xù)的競爭優(yōu)勢的研究正在進(jìn)行中。提及重視企業(yè)擁有的資源的資源基礎(chǔ)理論(Resource-based Theory)是企業(yè)擁有的資源中人力資源在組織戰(zhàn)略上的重要因素。企業(yè)要想獲得競爭力,需要具備有價(jià)值的、稀有、難以替代,難以模仿特性。具有其人力資源的企業(yè)與其他企業(yè)相比績效方面更優(yōu)秀。人力資源的重要性早已被眾學(xué)者所強(qiáng)調(diào),如今,大部分的其他資源比以前更容易入手,所以確保戰(zhàn)略優(yōu)勢和維持現(xiàn)狀越來越困難,因此,...

【文章頁數(shù)】：83 頁

【學(xué)位級別】：碩士

【文章目錄】：
詳細(xì)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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