Do “high commitment” human resource practices affect employee commitment?
研究基于社会交换理论，分析人力资源实践、对管理层的信任与组织承诺的关系，发现对管理层的信任部分中介了感知组织支持与组织承诺的关系，且人力资源实践调节了这些关系。
Relying on a cross-level paradigm and on social exchange theory (i.e., perceived organizational support) I explore the relationships among human resource practices, trust-in-management, and organizational commitment. Individual-level analyses from a sample of 1689 employees from 180 credit unions indicate that trust-in-management partially mediates the relationship between perceived organizational support and organizational commitment. Cross-level analyses using hierarchical linear modeling indicate that human resource practices affect the relationship between perceived organizational support and organizational commitment or trust-in-management.