| 摘要 | 第1-7页 |
| Abstract | 第7-16页 |
| 1 INTRODUCTION | 第16-28页 |
| ·Background | 第16页 |
| ·Importance of HPWS | 第16-19页 |
| ·HPWS outcomes(Employee's attitude) | 第18-19页 |
| ·Job satisfaction | 第19-20页 |
| ·Organizational commitment(OC) | 第20-21页 |
| ·Organizational culture values | 第21-23页 |
| ·Purpose of study | 第23-24页 |
| ·Significance of study | 第24-25页 |
| ·Structure of dissertation | 第25-28页 |
| 2 THE CONTEXT:HPWS,EMPLOYEES ATTITUDE ANDORGANIZATIONAL CULTURE VALUES IN CHINA AND PAKISTAN | 第28-38页 |
| ·The context:HPWS in China | 第28-35页 |
| ·Iron Rice Bowl(tie fan wan) | 第30-32页 |
| ·'Iron Wage'(Reward system) | 第32-34页 |
| ·The 'Iron Chair'(Appointment and promotion of managers) | 第34-35页 |
| ·The context:HPWS in Pakistan | 第35-38页 |
| 3 LITERATURE REVIEW | 第38-84页 |
| ·High performance Work system(HPWS) | 第38-39页 |
| ·High performance management practices | 第39页 |
| ·High involvement management | 第39页 |
| ·High commitment management | 第39-47页 |
| ·Relationship between HPWS and job satisfaction | 第47-54页 |
| ·Maslow's hierarchy of need | 第47-49页 |
| ·Schaffer's job satisfaction theory | 第49页 |
| ·Vroom's expectancy theory | 第49页 |
| ·Herzberg's two-factor theory | 第49-54页 |
| ·Relationship between high performance work system(HPWS)and organizational commitment(OC) | 第54-61页 |
| ·Affective commitment | 第56页 |
| ·Continuance commitment | 第56页 |
| ·Normative commitment | 第56-61页 |
| ·Social exchange theory | 第61-63页 |
| ·Organizational culture values | 第63-81页 |
| ·Contingency theory | 第66-67页 |
| ·Power distance | 第67-71页 |
| ·Individualism versus collectivism | 第71-76页 |
| ·Uncertainty avoidance | 第76-78页 |
| ·Masculinity and femininity | 第78-80页 |
| ·Long-term orientation | 第80-81页 |
| ·Summary of review | 第81-84页 |
| 4 HYPOTHESIS | 第84-96页 |
| ·Relation between perception of existence of HPWS and job satisfaction | 第84-85页 |
| ·Relation between perception of existence of HPWS and organizational commitment | 第85-86页 |
| ·The moderating effect of power distance | 第86-88页 |
| ·The moderating effect of collectivism | 第88-90页 |
| ·Moderating effect of uncertainty avoidance | 第90-92页 |
| ·Moderating effect of masculinity | 第92-93页 |
| ·Moderating effect of long term orientation/planning | 第93-96页 |
| 5 METHODOLOGY | 第96-104页 |
| ·Sample and procedure | 第96页 |
| ·Demographics | 第96-97页 |
| ·Measures | 第97-104页 |
| ·HPWS(High performance work system) | 第98-100页 |
| ·Job satisfaction | 第100-101页 |
| ·Organizational commitment | 第101页 |
| ·Organizational culture values | 第101-103页 |
| ·Demographic variables | 第103页 |
| ·Analysis | 第103-104页 |
| 6 EMPIRICAL RESULTS | 第104-135页 |
| ·Perception of HPWS | 第104-106页 |
| ·Job satisfaction | 第106-108页 |
| ·Organization commitment | 第108-110页 |
| ·Relationship between HPWS and job satisfaction | 第110-112页 |
| ·Relationship between HPWS and organizational commitment | 第112-114页 |
| ·Organizational culture values | 第114-135页 |
| ·Moderating effect of power distance in the relationship between HPWS and job satisfaction | 第115-117页 |
| ·Moderating effect of power distance in the relationship between HPWS and organizational commitment | 第117-119页 |
| ·Moderating effect of collectivism in the relationship between HPWS and job satisfaction | 第119-121页 |
| ·Moderating effectof collectivism in the relationship between HPWS and organizationacommitment | 第121-123页 |
| ·Moderating effectof uncertainty avoidance in the relationship between HPWS and jobsatisfaction | 第123-124页 |
| ·Moderating effectof uncertainty avoidance in the relationship between HPWS andorganizational commitment | 第124-126页 |
| ·Moderating effectof masculinity in the relationship between HPWS and job satisfaction | 第126-128页 |
| ·Moderating effectof masculinity in the relationship between HPWS and organizationalcommitment | 第128-130页 |
| ·Moderating effect of long term orientation/planning in the relationship between HPWS and jobsatisfaction | 第130-132页 |
| ·Moderating effectof long term orientation/planning in the relationship between HPWS andorganizational commitment | 第132-135页 |
| 7 DISCUSSION | 第135-140页 |
| 8 CONCLUSION AND RECOMMENDATIONS | 第140-145页 |
| ·Conclusion | 第140-142页 |
| ·Recommendations | 第142-143页 |
| ·Limitations and future research | 第143-145页 |
| ACKNOWLEDGEMENT | 第145-146页 |
| REFERENCES | 第146-179页 |
| APPENDIX-A | 第179-185页 |
| APPENDIX-B | 第185-196页 |
| APPENDIX-C | 第196页 |
