1.Allen, N.J. and Meyer, J.P. 1990. The measurement and antecedents of affective, continuance and normative commitment to the organization. J. Occupation Psychol., 63: 1-18.

2.Allen, N.J. and Meyer, J.P. 1996. Affective, continuance, and normative commitment to the organization: An examination of construct validity. J. Voc. Behav., 49: 252-276.

3.Angle, H.L. and Lawson, M.B. 1994. Organizational commitment and employees’ performance rating: Both type of commitment and type of performance count. Psychol. Report, 75: 1539-1551.

4.Appelbaum, E., Bailey, T., Berg, P. and Kalleberg, A. 2000. A manufacturing advantage: Why highperformance work systems pay off. Ithaca, NY: Comell University Press.

5.Arthur, J. 1994. Effects of human resource systems on manufacturing performance and turnover. Acad. Manage. J., 37: 670-687.

6.Avolio, B.J., Bass, B.M. and Jung, D.I. 1995. Multifactor leadership questionnaire technical report. Redwood City, CA: Mind Garden.

7.Bartlett, K. 2001. The relationship between training and organizational commitment: A study in the health care field. Hum. Resour. Dev. Q., 12: 335-352.

8.Bass, B. 1985. Leadership and performance beyond expectations. New York: Free Press.

9.Becker, B. and Huselid, M. 1998. High performance work system and firm performance: A synthesis of research and managerial implications. Res. Person. Hum. Resourc. Manage., 16: 53-101.

10.Becker, B.E., Huselid, M.A., Pickus, P.S. and Spratt, M.F. 1997. HR as a source of shareholder value: Research and recommendations. Hum. Resour. Manage. J., 36: 39-47.

11.Browning, V. 2006. The relationship between and HRM practices and service behaviour in South African service organizations. Intl. J. Hum. Resour. Manage., 17: 1321-1338.

12.Burns, J. 1978. Leadership. New York: Harper and Row.

13.Chan, L.M., Shaffer, M.A. and Snape, E. 2004. In search of sustained competitive advantage: The impact of organizational culture, competitive strategy, and human resource management practices on firm performance. Intl. J. Hum. Resour. Manage., 15: 17-35

14.Chang, E. 2005. Employee’s perception of HRM effectiveness. Hum. Relat., 58: 523-543.

15.Chang, H.T., Liou, J.W., Miao, M.C. and Tung, C.L. 2011. The relationships between supervisor’s mood contagion and employee’s innovative behavior: The mediating roles of work engagement and burnout. J. Hum. Resour. Manage., 11: 1-24.

16.Change, E. 1999. Career commitment as a complex moderator of organizational commitment and turnover intention. Hum. Relation, 52: 1257-1278.

17.Cohen, J., Cohen, P., West, S.G. and Aiken, L.S. 2003. Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.). Mahwah, NJ: Erlbaum.

18.Conway, E. 2004. Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects? European J. Word Occupational Psychol., 13: 417-446.

19.Delery, J. and Doty, D. 1996. Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance Predictions. Acad. Manage. J., 39: 802-835.

20.Delaney, J. and Huselid, M. 1996. The impact of human resource management practices on perceptions of organizational performance. Acad. Manage. J., 39: 949-969.

21.Federico, V. 1996. Relationship between communication satisfaction and organizational commitment in three Guatemalan organizations. J. Bus. Commun., 33: 111-140.

22.Fletcher, C. and Williams, R. 1996. Performance management, job satisfaction, and organizational commitment. Br. J. Manage., 7: 169-179.

23.Gartner, K. and Nollen, S. 1989. Career experience, perceptions of employment practices and psychological commitment to the organization. Hum. Relat., 42: 975-991.

24.Gould-Williams, J. 2003. The importance of HR practices and workplace trust in achieving superior performance: A study of public-sector organization. Int. J. Hum. Resour. Manage., 14: 28-51.

25.Gould-Williams, W.J. and Davies, F. 2005. Using social exchange theory to predict the effects of HRM practice on employee outcome. Public Manage. Rev., 7: 1-24.

26.Guest, D. 1997. Human resource management and performance: A review and research. Intl. J. Hum. Resour. Manage., 8: 263-276.

27.Guest, D.E., Michie, J.N. and Sheehan, M. 2003. Human resource management and corporate performance in UK. Br. J. Ind. Relat., 41: 291-314.

28.Hackett, R., Bycio, P. and Hausdorf, P. 1994. Further assessments of Meyer and Allen’s three-component model of organizational commitment. J. Appl. Psychol., 79: 15-23.

29.Heshizer, B. 1994. The Impact of flexible benefits plans. Benefits Quart., 10: 84-90.

30.Chang, H.H. 2011. Study of stressors, organizational identification, and job performance of room division department employees in the international tourist hotels: Coping behavior as a moderater. J. Hum. Resour. Manage., 11: 1-25.

31.Hsu, S.W. and Chang, H.H. 2010. Study of trans formational leadership, service climate and serviceoriented citizenship behavior of cabin attendants in the international airline: Locus of control personality traits as a moderator. J. Hum. Resour. Manage., 10: 53-77.

32.Huselid, M. 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. Acad. Manage. J., 38: 635-672.

33.Jaramillo, F., Mulki, J.P. and Marshall, G.W. 2005. A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research. J. Bus. Res., 58: 705-714.

34.Jones, G. and Wright, P. 1992. An economic approach to conceptualizing the utility of human resource management practices. Res. Person. and um. Resour. Manage., 10: 271-299.

35.Judge, Y. and Piccolo, R. 2004. Transformational and transactional leadership: A meta-analytic test of their relative validity. J. Appl. Psychol., 89: 755-768.

36.Karami, A., Analoui, F. and Cusworth, J. 2004. Strategic human resource management and resource-based approach: The evidence from British manufacturing industry. Manage. Res. News, 27: 50-68.

37.Lai, Y.R. and Huang, T.C. 2007. The moderating effect of the Perecived transformational leadership on the relationship of human resource management practices and affective commitment. J. Hum. Resour. Manage. Rev., 7: 93-111.

38.Lin, J.S.J. and Lin, S.C. 2011. Moderating effect of organizational climate on the relationship of organizational support and service-oriented organizational citizenship behaviors. Afr. J. Bus. Manage., 5: 582-595.

39.Lin, J.S.J., Lin, S.C. and Lin, B.Y. 2010. The moderating effects of employee personality characteristics on organizational commitment during periods of organizational change. Afr. J. Bus. Manage., 4: 3681-3690.

40.Lin, J.S.J., Lin, S.C. and Lin, Y.F. 2011. The moderating effects of the organizational socialization on leader-member relationship and job stress. Afr. J. Bus. Manage., 5: 10144-10155.

41.Lin, S.C. and Lin, J.S.J. 2011. Impacts of coworkers’ relationships on organizational commitment and intervening effects of job satisfaction. Afr. J. Bus. Manage., 5: 3396-3409.

42.Ling, Y.H. and Hung, L. 2010. The influence of intellectual capital on organizational performance: The mediation effect of intellectual capital management strategy. J. Hum. Resour. Manage., 10: 1-27.

43.Macduffie, J. 1995. Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Ind. Labor Relat. Rev., 48: 197-221.

44.Macduffie, J. 1995. Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Ind. Labor Relat. Rev., 48: 197-221.

45.Mathieu, J.E. and Zajac, D.M. 1990. A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychol. Bull., 108: 171-194.

46.Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Goffin, R.D. and Jackson, D.N. 1989. Organization commitment and job performance: It’s the nature of the commitment that counts. J. Appl. Psychol., 74: 152-156.

47.Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Goffin, R.D. and Jackson, D.N. 1989. Organization commitment and job performance: It’s the nature of the commitment that counts. J. Appl. Psychol., 74: 152-156.

48.Mowday, R., Porter, L. and Steer, R. 1982. Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.

49.Mowday, R., Porter, L. and Steer, R. 1982. Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.

50.Neal, A., West, M.A. and Patterson, M.G. 2005. Do organizational climate and competitive strategy moderate the relationship between human resource management and productivity? J. Manage., 31: 492-512.

51.Ngo, H. and Tsang, A. 1998. Employment practices and organizational commitment: Differential effects for men and women? Intl. J. Org. Anal., 6: 251-266.

52.Ogilvie, J.R. 1986. The role of human resource management practices in predicting organizational commitment. Group Org. Stud., 11: 335-359.

53.Paul, A.K. and Anantharaman, R.N. 2003. Impact of people management practices on organizational performance: Analysis of a causal model. Intl. J. Hum. Resour. Manage., 14: 1246-1266.

54.Pfeffer, J. 1998. The human equation. Cambridge, MA: Harvard Business School Press.

55.Podsakoff, P. and Organ, D. 1986. Self-reports in organizational research: Problems and prospects. J. Manage., 12: 531-544.

56.Putti, J.M., Aryee, S. and Phua, J. 1990. Communication relationship satisfaction and organizational commitment. Group Org. Stud., 15: 44-52.

57.Robbins, S.P. 2005. Organizational behavior (7th ed.). NJ: Peatson Hall.

58.Snell, S. and Dean, J. 1992. Integrated manufacturing and human resource management: A human capital perspective. Acad. of Management J., 35: 467-504.

59.Somers, M.J. and Birnbaum, D. 1998. Work-related commitment and job performance: It is also the nature of the performance that counts. J. Org. Behav., 19: 621-635

60.Sturman, M. 2000. Implications of utility analysis adjustment for estimates of human resource intervention value. J. Manage., 26: 281-299.

61.Suliman, A. and Iles, P. 2000. Is continuance commitment beneficial to organizations? Commitmentperformance relationship: A new look. J. Manage. Psychol., 15: 407-422.

62.Thorsteinson, T.J. 2003. Job attitudes of part-time workers: A meta-analytic review. J. Occupation Org. Psychol., 76: 151-177.

63.Weathington, B.L. and Tetrick, L.E. 2000. Compensation or right: An analysis of employee “fright” benefit perception. Employee Responsibilities Right J., 12: 141-162.

64.Williams, M.L. and MacDermid, S.M. 1994. Linkage between employee benefits and attitude and behavioral outcomes: A research review and agenda. Hum. Resour. Manage. Rev., 4: 131-160.

65.Wright, P.M., Gardner, T.M. and Moynihan, L.M. 2003. The impact of HR practices on the performance of business units. Hum. Resour. Manage. J., 13: 21-36.

66.Wright, P.M., Gardner, T.M., Moynihan, L.M. and Allen, M.R. 2005. The relationship between HR practices and firm performance: Examining causal order. Person. Psychol., 58: 409-446.

67.Wu, C.C., Liao, S.H., Hu, D.C. and Lo, W.P. 2011. The Relationships among organizational commitment, knowledge sharing, and organizational citizenship behavior: A case of Taiwan semiconductor industry. J. Hum. Resour. Manage., 11: 77-101.

68.Youndt, M.A., Snell, S.A. Jr., Dean, J.W. and Lepak, D.P. 1996. Human resource management, manufacturing strategy, and firm performance. Acad. Manage. J., 39: 836-866.