High Performance Human Resource Practices and Affective Commitment:
 Moderated by Person-Organization Fit and Person-Job Fit

Abstract

Abstract: In view of conflicting studies results about the effects of high performance human resource practices on affective commitment, this study provides an integrated framework to bring insight into influence mechanism and boundary conditions of high performance human resources practice on affective commitment based on the two spiral effect (Gain Spiral and Loss Spiral) of Conservation of Resources theory (COR). The empirical results reveal: the impact of high performance human resource practices on affective commitment is nonlinear and presents inverted U-shaped relationship, person-organization fit moderates the relationship between high performance human resource practices and affective commitment, person-job fit moderates the relationship between human resource practices and affective commitment. This study reveals there exists complex nonlinear relationship between high performance human resource practices and affective commitment, which adds new knowledge to existing research.

Key words: high performance human resource practices, affective commitment, person-organization fit, person-job fit

SU Fang-guo. High Performance Human Resource Practices and Affective Commitment: Moderated by Person-Organization Fit and Person-Job Fit[J]. 商业研究.

References

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High Performance Human Resource Practices and Affective Commitment: Moderated by Person-Organization Fit and Person-Job Fit

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