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This study extends past research regarding the impact of human resource management (HRM) practices on performance by investigating the mediating mechanism. The employee-organization relationship, which is defined as a dual-commitment relationship, was hypothesized to be a crucial mechanism of high commitment HRM systems and unit performance. Collecting data from store managers and customer-contact employees in 176 stores in Taiwan, including retail stores, beauty salons, and restaurants and caf

CONTENTS
CHAPTER
I. INTRODUCTION
1.1 Research Background
1.2 Purpose of the Study
1.3 Research Significance
II. LITERATURE REVIEW AND RESEARCH FRAMEWORK
2.1 Concepts of HRM Systems and Performance
2.2 Mechanisms of the HRM-Performance Relationship
2.3 High Commitment HRM Systems and the Employee-Organization Relationship
2.4 The Employee-Organization Relationship and Unit Performance
2.5 The Mediating Role of the Employee-Organization Relationship
2.6 The Research Framework
2.7 Alternative Models
III. METHODOLOGY
3.1 Participants and Procedures
3.2 Scale Development and Measure Translation
3.3 Measures
3.4 Data Aggregation
3.5 Analytic Procedures
IV. RESULTS AND DISCUSSION
4.1 Descriptive statistics
4.2 Proprieties of Measure Items and Composite Indicators64
4.3 Measurement Model
4.4 Structural Model Analyses
V. CONCLUSION AND SUGGESTIONS
5.1 Conclusion
5.2 Managerial Implications
5.3 Limitations and Future Research

REFERENCES
APPENDIX
Appendix A Measure Items
Appendix B Original English Measures

TABLES Table 1 Store and Employee Characteristics
Table 2 Characteristics of High Commitment HRM Systems Table 3 Descriptive Statistics and Correlations Between Measures of the Seven High Commitment HR Practices
Table 4 Descriptive Statistics and Correlations Between Measures
Table 5 ANOVA for Store Types and Chain Stores
Table 6 Results of Estimated Parameters for Measure Items
Table 7 Results of the Measurement Model
Table 8 Results of Discriminant Validity Test
Table 9 Results of the Multi-Group Analyses
Table 10 Model Comparison
Table 11 Structural Parameters and Fit Indexes
Table 12 Summary of Hypothesis Tests

FIGURES
Figure 1 Research Framework
Figure 2 Research Model and Hypothesized Relationships
Figure 3 Standard parameters for the Revised Model

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