HRM Practices and Employees’ Performance: Testing the Mediating Effect of Affective Organizational Commitment Job Satisfaction

摘要

This research examined the mediating mechanism of affective organizational commitment and job satisfaction on the relationships between HRM practices (commitment HRM practices & control HRM practices) and employees’ performance (task performance & contextual performance) in high-tech enterprises. Results verified that affective organizational commitment and job satisfaction fully mediated the relationships between commitment HRM practices and two types of employees’ performance, job satisfaction partially mediated the relationships between control HRM practices and two types of performance, whereas affective organizational commitment had non-significant statistical mediating effect on the relationships between control HRM practices and two types of performance.