Do Human Resource Practices Enhance Organizational Commitment in SMEs with Low Employee Satisfaction?
利用英国大型员工-雇主匹配数据，研究企业规模和管理正规化如何解释高、低员工满意度中小企业的组织承诺差异，发现正规人力资源实践可提升低满意度企业的承诺。
This paper considers a large matched employee–employer data set to estimate a model of organizational commitment. In particular, it focuses on the role of firm size and management formality to explain organizational commitment in B ritish small and medium‐sized enterprises ( SME s) with high and low levels of employee satisfaction. It is shown that size ‘in itself’ can explain differences in organizational commitment, and that organizational commitment tends to be higher in organizations with high employee satisfaction compared with organizations of similar size with low employee satisfaction. Crucially, the results suggest that formal human resource ( HR ) practices can be used as important tools to increase commitment and thus, potentially, effort and performance within underperforming SME s with low employee satisfaction. However, formal HR practices commonly used by large firms may be unnecessary in SME s which benefit from high employee satisfaction and positive employment relations within a context of informality.