| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5页 |
| 摘要 | 第6-13页 |
| ChapterⅠ Introduction | 第13-17页 |
| 1.1 The research background and significance | 第13-15页 |
| 1.1.1The research background | 第13-14页 |
| 1.1.2 The research significance | 第14-15页 |
| 1.2 The research objects and methods | 第15-17页 |
| 1.2.1 The research objects | 第15-16页 |
| 1.2.2 Research methods | 第16-17页 |
| Chapter Ⅱ Literature review | 第17-43页 |
| 2.1 Definitions of basic concepts | 第17-23页 |
| 2.1.1 The significance and concept of employee well-being | 第17-19页 |
| 2.1.2 Connotation and measurement of employee well-being | 第19-20页 |
| 2.1.3 Concept of job performance | 第20-22页 |
| 2.1.4 Measurement of job performance | 第22-23页 |
| 2.2 Basic theory | 第23-31页 |
| 2.2.1 Enterprise culture | 第23-25页 |
| 2.2.1.1 Main contents of enterprise culture | 第23-24页 |
| 2.2.1.2 Enterprise culture theory has profound practical significance | 第24-25页 |
| 2.2.2 Human resource system | 第25-29页 |
| 2.2.2.1 Definition and classification of human resource system | 第25-27页 |
| 2.2.2.2 Discrimination indexes of human resource system | 第27-29页 |
| 2.2.3 Theory of employee well-being | 第29-31页 |
| 2.3 Research trends | 第31-41页 |
| 2.3.1 Influence factors of well-being | 第31-34页 |
| 2.3.1.1 Research on individual level | 第31-33页 |
| 2.3.1.2 Research on organization level | 第33-34页 |
| 2.3.2 Influence factors of job performance | 第34-36页 |
| 2.3.2.1 Research on individual level | 第34-35页 |
| 2.3.2.2 Research on organization level | 第35-36页 |
| 2.3.3 Relevant researches on human resource system and organizational commitment | 第36-39页 |
| 2.3.3.1 Definition and dimensions of organizational commitment | 第36-37页 |
| 2.3.3.2 Influence of human resource system on organizational commitment | 第37-39页 |
| 2.3.4 Relevant researches on organizational commitment and employee well-being | 第39-40页 |
| 2.3.5 Relevant researches on organizational commitment and employees’ job performance | 第40-41页 |
| 2.4 Research hypothesis | 第41-43页 |
| Chapter Ⅲ Case Description | 第43-49页 |
| 3.1 Case Description on Google | 第43-46页 |
| 3.1.1 Background and Mission Statement | 第43-44页 |
| 3.1.2 Corporate History and Culture | 第44-46页 |
| 3.1.3 Human Resource Practice of“A Best Employer” | 第46页 |
| 3.2 Case Description on Lenovo | 第46-49页 |
| 3.2.1 Background and Mission Statement | 第46-47页 |
| 3.2.2 Development and History | 第47-49页 |
| Chapter Ⅳ Empirical Case Analysis | 第49-73页 |
| 4.1 Determination and discrimination standard for research objects | 第49-53页 |
| 4.2 Human resource system and job performance of Google and Lenovo | 第53-59页 |
| 4.2.1 Commitment-type human resource system management practice of Google is theguarantee for its high performance | 第53-57页 |
| 4.2.2 Commitment-type human resource system management practice of Lenovo is theguarantee for its high performance | 第57-59页 |
| 4.3 Human resource system and well-being of Google and Lenovo | 第59-63页 |
| 4.3.1 Commitment-type human resource system management practice of Google is thesupport for its high well-being level | 第59-61页 |
| 4.3.2 Commitment-type human resource system management practice of Lenovo is thesupport for its high well-being level | 第61-63页 |
| 4.4 Analysis on the mediating effect of organizational commitment by a case study ofGoogle and Lenovo | 第63-73页 |
| 4.4.1 Analysis on employee well-being situations of Google and Lenovo | 第64-66页 |
| 4.4.2 Analysis on job performance of employees in Google and Lenovo | 第66-68页 |
| 4.4.3 Organizational Commitment’s Dimensions and Characteristics of Google andLenovo | 第68-73页 |
| Chapter Ⅴ Main Conclusion | 第73-77页 |
| 5.1 Commitment-type human resource system has a positive influence on employeewell-being and performance | 第73-74页 |
| 5.2 Application of organizational commitment in commitment-type human resource system | 第74-76页 |
| 5.3 Functions of human resource system management practice | 第76-77页 |
| Chapter Ⅵ Enlightenment and Prospect | 第77-82页 |
| 6.1 The balance mode of pioneer enterprises in the industry is worthy of reference | 第77-78页 |
| 6.2 Cross-industry reference of the influence of commitment-type human resource system onemployee well-being and job performance | 第78-79页 |
| 6.3 Enlightenment for human resource management | 第79-82页 |
| 6.3.1 Create a harmonious organizational environment with high sense of identity | 第79页 |
| 6.3.2 Effect of human resource system is superior to independent human resource practice | 第79-80页 |
| 6.3.3 Pay attention to work and life balance | 第80-82页 |
| REFERENCES | 第82-85页 |
| CONCLUSION | 第85页 |
