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1、本科畢業(yè)論文（設(shè)計(jì)）外文翻譯原文：原文：CommitmentCommitmenttotoEmployees:Employees:DoesDoesItItHelpHelpHinderHinderSmallSmallBusinessBusinessPerfmancePerfmanceTheresourcebasedtheyofthefirmsuggeststhathumanresourcepracticesimpactperfmanceye

2、tassomehavenoted“empiricalresearchhasbeenlessthancompellingthusfar.”(BeckerGerhart1996p.779).Therehavebeenfewempiricalstudiesinthisareathosewhichhavebeendonehaveprovidedconflictingresults.Huselid(1995)MacDuffie(1995)Ostr

3、off(1995)Pfeffer(1994)allreptedpositiverelationshipsbetweenhumanresourcepracticesfirmperfmance.Howeverotherstudiesfailedtofindsupptfsucharelationship(Benetal.1998Delaneyetal.1988)leavingtheoverallresultsinconclusive.Thei

4、ntuitiveappealofthetheycoupledwiththeconflictingresultshaveledsometocallffurtherinvestigationontherelationshipbetweenhumanresourcepracticescompanyperfmance(BeckerGerhart1996Huselid1995LeeMiller1999).Thisstudywkstoanswert

5、hatcallbyexaminingtherelationshipbetweenganizationalcommitmenttoemployees(OCE)antecedentsofOCEsmallbusinessperfmance.OCEisdefinedbyanganization’sactionstowardtreatmentofitsemployees.Researchershaveidentifiedcaringfemploy

6、eewellbeingsatisfactionprovidingafairrewardssysteminvestingintrainingdevelopmentofferingcompetitivecompensationasreflectionsofOCE(Eisenbergeretal.1990Eisenbergeretal.1986LeeMiller1999gan1990).Thisstudywillfocusprimarilyo

7、nthecompensationaspectofOCEspecificallyaveragecompensationofferingahealthcarprogramprovidingapensionplan.Thisstudyaddstothesmallbusinessstrategyhumanresourceliteraturesinseveralways.Firstitprovidesanadditionalempiricalte

8、sttohelpclarifythetruecapitalinvestmentseconomicscalepatentsaproperlydevelopedHRsystemisan‘invisibleasset’(Itami1987)thatcreatesvaluewhenitissoembeddedintheoperationalsystemsofanganizationthatitenhancesthefirm’scapabilit

9、ies”(1996p.782).HeskettJonesLovemanSasserSchlesinger(1994)identifiedtheserviceprofitchainasameansthroughwhichhumanresourcescanaddvaluetothefirm.Theserviceprofitchainsuggeststhatprofitgrowtharetheresultofloyalsatisfiedcus

10、tomerswhoareretainedbyprovidinghighqualitygoodscustomerservicewhichinturnareprovidedbysatisfiedloyalproductiveemployees.KaplanNton(1992)providedanotherexampleofhowhumanresourcescanaddvaluetothefirmwiththeirconceptofa“bal

11、ancedscecard.”The“balancedscecard”isbasedonsatisfactionofthreeinterrelatedstakeholders:shareholderscustomersemployees.Employeebehavisinfluencecustomersatisfactionwhichinturnimpactsshareholdersatisfactionwhichinturnaffect

12、semployeesatisfactioninthefmofinvestmentinemployeedevelopmentbonusescompensationstockoptions.Abusinessmaysucceedintheshtrunifitdoesnot“balancethescecard”maintainsatisfactionofallthreestakeholders.Howeverthecompanywouldbe

13、sacrificinglongtermperfmancebyigninganyoneofthestakeholders.AmericanExpressATBeckerGerhart1996).Othershavesuggestedthathumanresourcepracticescanhelpcreateasourceofcompetitiveadvantageespeciallywhentheyarealignedwithacomp

14、etitivestrategy(Begin1991JacksonSchuler1995WrightMcMahan1992).HowdoesafirmdevelopitshumanresourcesintoasourceofcompetitiveadvantageItcanbearguedthattheanswertothisquestionlieswithinitscommitmenttoitsemployees.Thefindings

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