The high rewards given based on performance have been evaluated as one of the best practices and may be used as an incentive to increase the motivation and commitment to organizational goals of the employees (Pfeffer, 1998).// In line with the results of previous studies,// this study also supports the hypothesis that there is a positive correlation between the performance-based rewards and organizational commitment (Blau et al., 2001)./// Pfeffer (1998) emphasizes that information sharing is an important human resources practice.// As many researchers support (Meyer and Allen 1997).// There is a positive correlation between information sharing practices and organizational
commitment.// The organizations use information sharing to increase organizational commitment of their employees.// In the scope of previously mentioned findings,// these results are even more important and support our study which supports the information sharing hypothesis.// Another important matter concerning organizations today is job
security and this matter is highly emphasized in research studies.// The results obtained from the present study support the hypothesis that there is a positive correlation between job security and organizational commitment.// These
findings are consistent with the results of previous studies Iverson 1996;// Meyer & Smith, 2000).// The study,// has revealed that there is a meaningful relation between HRM system and organizational commitment.// The results obtained from the present study support the hypothesis that there is a positive correlation between HRMS and
organizational commitment.
The high rewards given based on performance have been evaluated as one of the best practices and may be used as an incentive to increase the motivation and commitment to organizational goals of the employees (Pfeffer, 1998).// In line with the results of previous studies,// this study also supports the hypothesis that there is a positive correlation between the performance-based rewards and organizational commitment (Blau et al., 2001)./// Pfeffer (1998) emphasizes that information sharing is an important human resources practice.// As many researchers support (Meyer and Allen 1997).// There is a positive correlation between information sharing practices and organizationalcommitment.// The organizations use information sharing to increase organizational commitment of their employees.// In the scope of previously mentioned findings,// these results are even more important and support our study which supports the information sharing hypothesis.// Another important matter concerning organizations today is jobsecurity and this matter is highly emphasized in research studies.// The results obtained from the present study support the hypothesis that there is a positive correlation between job security and organizational commitment.// Theseผลการวิจัยสอดคล้องกับผลการศึกษาก่อนหน้านี้ไอเวอร์สัน 1996; / / Meyer & Smith, 2000) . / / การศึกษา, / / ได้เปิดเผยว่า มีความสัมพันธ์ทางความหมายระหว่างระบบ HRM และองค์กร commitment.// ผลที่ได้จากการศึกษาที่สนับสนุนสมมติฐานที่ว่า มีความสัมพันธ์ในเชิงบวกระหว่างณ และความมุ่งมั่นขององค์กร
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