Research On The Relationship Of Strategic Human Resource Management, Organizational Commitment And Working Performance

With the era of global competition, human resource has become the primary resource to promote the development of enterprises, and gradually replace the traditional value of money and technology to create competitive advantage factors become the core strategic resource,working performance is the key to human capital development and the ability to achieve sustainable competitiveness reflects the measure of value. Human capital as a strategic resource companies, their ability to take full advantage of appearing to make strategic business opportunities to create value. SHRM in essence is through HRM practices to achieve the full development and utilization of the enterprise value of human capital in order to gain a competitive advantage core purpose. As a meeting point between enterprise and employee, application of organizational commitment provides a way between the enterprise and staff security, trust, loyalty and formation of dedication of the emotional appeal, which makes the research of organizational commitment problem has been paid more and more attention.At present, part of the human resource theory literature points out,the practice of HRM is the key factor to affect the performance of the staff, but it can not solve the mechanism of the impact of HRM to working performance. A systematic review of the literature in this paper based on the SHRM,organizational commitment and working performance of the research at home and abroad, using empirical research methods, questionnaire to collect data, using SPSS17.0 and AMOS17.0 statistical tools for data analysis, construct the structure equation of the relationship between SHRM, organizational commitment and working performance model, a path through the relation model between elements of the hypothesis testing. The results show:(1)There is a significant positive influence on working performance of SHRN.(2)SHRM about a significant positive on organizational commitment.(3)Organizational commitment has a significant positive effect on working performance.(4)Organizational commitment plays an intermediary role in the effect of SHRM on working performance.