Collection Title:	SIU Thesis
Title :	Impacts of Human Resource Management System Strength on Employee Engagement: Chinese Perspective
Material Type:	printed text
Authors:	Li Sun, Author ; Chanchai Bunchapattanasakda, Associated Name ; Ousanee Sawagvudcharee, Associated Name
Publisher:	Bangkok: Shinawatra University
Publication Date:	2019
Pagination:	viii, 210 p.
Layout:	Tables, ill
Size:	30 cm.
Price:	500.00 Baht.
General note:	SIU THE: SOM-PhD-MS-2019-04 Thesis. [PhD. [Philosophy in Management Science].-- Shinawatra University, 2019
Languages :	English (eng)
Descriptors:	[LCSH]Organization [LCSH]Personnel management
Keywords:	Attribution theory, Employee engagement, Perceived organizational support, Social exchange theory, Strength of HRM system
Abstract:	This research aims to study the impact of HRM system strength on employee engagement and the mediating role of perceived organizational support through empirical research. This study conducts a survey questionnaire of corporate employees of Henan province, China without industry restrictions, and adopts the measurement tools which have been empirically verified among scholars. The sample data is processed using statistical software, including reliability test, descriptive statistical analysis, t-test, ANOVA, multiple linear regression analysis, Sobel test. Research findings showed that 1) Education has a significant impact on employee engagement. 2) HRM system strength has a significantly positive impact on employee engagement. “Consistency and consensus” dimensions of HRMSS respectively have significantly negative and positive impact on “vigor, dedication and absorption” dimensions of employee engagement. 3) HRM system strength has a significantly positive impact on perceived organizational support. “Distinctiveness, consistency and consensus” dimensions of HRMSS have significantly positive impact on “emotional support and instrumental support” dimensions of POS. 4) Perceived organizational support has a significantly positive impact on employee engagement. There is no significant relationship between POS dimensions and employee engagement dimensions. 5) Perceived organizational support plays a mediating role between HRM system strength and employee engagement.
Curricular :	BBA/MBA/PhDM
Record link:	http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27925

SIU Thesis. Impacts of Human Resource Management System Strength on Employee Engagement: Chinese Perspective [printed text] / Li Sun, Author ; Chanchai Bunchapattanasakda, Associated Name ; Ousanee Sawagvudcharee, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2019 . - viii, 210 p. : Tables, ill ; 30 cm.
500.00 Baht.
SIU THE: SOM-PhD-MS-2019-04
Thesis. [PhD. [Philosophy in Management Science].-- Shinawatra University, 2019
Languages : English (eng)

Descriptors:	[LCSH]Organization [LCSH]Personnel management
Keywords:	Attribution theory, Employee engagement, Perceived organizational support, Social exchange theory, Strength of HRM system
Abstract:	This research aims to study the impact of HRM system strength on employee engagement and the mediating role of perceived organizational support through empirical research. This study conducts a survey questionnaire of corporate employees of Henan province, China without industry restrictions, and adopts the measurement tools which have been empirically verified among scholars. The sample data is processed using statistical software, including reliability test, descriptive statistical analysis, t-test, ANOVA, multiple linear regression analysis, Sobel test. Research findings showed that 1) Education has a significant impact on employee engagement. 2) HRM system strength has a significantly positive impact on employee engagement. “Consistency and consensus” dimensions of HRMSS respectively have significantly negative and positive impact on “vigor, dedication and absorption” dimensions of employee engagement. 3) HRM system strength has a significantly positive impact on perceived organizational support. “Distinctiveness, consistency and consensus” dimensions of HRMSS have significantly positive impact on “emotional support and instrumental support” dimensions of POS. 4) Perceived organizational support has a significantly positive impact on employee engagement. There is no significant relationship between POS dimensions and employee engagement dimensions. 5) Perceived organizational support plays a mediating role between HRM system strength and employee engagement.
Curricular :	BBA/MBA/PhDM
Record link:	http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27925