The Effects of the Strategic Human Resources Management of Korean Small and Medium sized Firms in China on Job Satisfaction, Organizational Commitment and Turnover Intention of Local Employee

2020 ◽  
Vol 7 (4) ◽  
pp. 1-33
Author(s):  
Seonghwan Yoon
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Turnover Intention ◽  
Human Resources Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

scholarly journals The Mediation Role of Organizational Commitment in the Relationship between Strategic Human Resources Management and Individual Performance

2021 ◽  
Vol 58 (1) ◽  
pp. 5737-5747
Author(s):  
Polat YÜCEKAYA, Rabia ÖZPEYNİRCİ
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resources Management ◽  
Individual Performance ◽  
Resources Management ◽  
Mediating Role ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management ◽  
The Relationship

The aim of this research is to examine the mediating role of organizational commitment in the relationship between strategic human resource management and individual performance. For this purpose, data were collected from SME businesses operating in Aksaray through convenience sampling method in the period covering February-March 2019.  The questionnaire prepared to collect data consists of four parts. The first part of the questionnaire includes questions about the demographic characteristics of the survey participants. The second part of the questionnaire is about the strategic human resources management scale. In the second part of the questionnaire, a scale consisting of 9 statements, which was developed by Huselid (1995) and rearranged by Batram et al. (2007), was used. For the organizational commitment scale in the third part of the questionnaire, the scale consisting of 7 statements developed by Katsikea et al.  (2011) was used. For the individual performance scale in the last part of the questionnaire, a scale consisting of 6 statements developed by Green et al. (2006) was used. The collected data were analyzed with the help of SPSS and SmartPLS statistics program, and the data were analyzed by frequency, reliability analysis, confirmatory factor analysis and structural equation modeling. According to the results of this study, it was determined that organizational commitment has a full mediating role in the relationship between strategic human resources management and individual performance. As strategic human resources management increases the organizational commitment of the employees, it has been concluded that it also positively affects their individual performance.  

Strategic Human Resources Management in Nonprofit Organizations

2011 ◽  
Vol 31 (3) ◽  
pp. 248-269 ◽  
Author(s):  
Chao Guo ◽  
William A. Brown ◽  
Robert F. Ashcraft ◽  
Carlton F. Yoshioka ◽  
Hsiang-Kai Dennis Dong
Keyword(s):  
Human Resources ◽  
Nonprofit Organizations ◽  
Human Resources Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

Strategic Human Resources Management in Government: Unresolved Issues

2002 ◽  
Vol 31 (1) ◽  
pp. 95-110 ◽  
Author(s):  
Jonathan Tompkins
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resources Management ◽  
Public Organizations ◽  
Government Performance ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Initiatives ◽  
Considerable Promise ◽  
Strategic Human Resources Management

The concept of strategic human resources management (SHRM) holds considerable promise for improving government performance. However, to realize this promise, it is necessary to invest the concept with clear meaning. This article explores unresolved issues regarding the meaning of SHRM and its relevance to public organizations. Arguing that the value of the concept is undermined by tying it too closely to strategic planning, the article offers an expanded, two-pronged understanding of SHRM. The personnel office, in addition to helping the agency implement strategic initiatives, also carries out an integrated personnel program guided by a coherent theory about what it should be doing and why.

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