The moderation effect of HR strength on the relationship between employee commitment and job performance

Shyh-jer Chen1, Pei-Fen Lin2, Chia-mei Lu3, Chiung-Wen Tsao1
1National Sun Yat-sen University, Taiwan
2National Cheng Kung University, Taiwan
3Tainan University of Technology, Taiwan
Cite this article:  Chen, S., Lin, P., Lu, C., & Tsao, C. (2007). The moderation effect of HR strength on the relationship between employee commitment and job performance. Social Behavior and Personality: An international journal, 35, 1121-1138.

Volume 35 Issue 8 | e1644 | Published: September 2007 | DOI: https://doi.org/10.2224/sbp.2007.35.8.1121

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In this study a hierarchical linear model was employed to identify the specific relationships between employee affective commitment, employee perceptions of HR practices and job performance, and the moderating effect of HR strength was examined, using the extent to which employers and employees share the same perceptions of HR practices as a proxy for consistency. The data were collected via structured questionnaire from hairdressing salons throughout Taiwan. Usable questionnaires from 307 hairdressers and 103 shop owners constituted individual- and organizational-levels of data. We found that the more consistent the perception of HR practices between hairdressers and shop owners, the greater the employee affective commitment to the organization, emphasizing the value of HR practices in communicating clear and direct signals to employees regarding norms and expectations.
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