The Impact of High Commitment Human Resource Management on Job Satisfaction: The Mediating Role of Job Autonomy

Abstract

To investigate the impact of high commitment human resource management on job satisfaction, a random questionnaire survey is conducted on 194 teachers in higher education institutions nationwide. SPSS22.0 is used in methods including descriptive statistical analysis, one-way analysis of variance, back testing, correlation analysis, regression analysis, and stepwise regression analysis. The following results are obtained:(1) High commitment human resource management and job autonomy were significantly and positively correlated; (2) High commitment human resource management is significantly and positively correlated with job satisfaction; (3) Job autonomy is significantly and positively correlated with job satisfaction; (4) High commitment human resource management and job autonomy are significantly different in terms of education. Job satisfaction is significantly different in terms of employee status and years of working. High commitment human resource management, job autonomy, and job satisfaction are significantly different in terms of school location (provincial capital, non-provincial capital); (5) Job autonomy plays a partially mediating role in the relationship between high commitment huamn resource management and job satisfaction. In response to the results, it is suggested that Chinese higher education institutions should implement high commitment human resource management model to reasonably expand employees' job autonomy and improve their job satisfaction according to the actual situation.