人力资源管理实践和员工行为外文文献翻译中英文.docx

外文文献翻译原文及译文 （节选重点翻译） 人力资源管理实践和员工行为外文文献翻译中英文 文献出处：IIMB Management Review, Volume 30, Issue 4, December 2018, Pages 316-329 译文字数：4400字 英文 High commitment human resource management practices and employeeservice behaviour: Trust in management as mediator Rabiul RubeL Nadia Rimi, Mohd Yusliza, Daisy KeedAbstract This study considers high commitment human resource management(HCHRM) practices as a higher-order reflective construct and examinesits effect on employee service behaviour in the banking industry ofBangladesh. Testing our hypotheses on 365 line managers, we find apositive relationship between HCHRM and both in-role and extra-roleservice behaviour. Trust in management significantly mediates therelationship between HCHRM and in-role service behaviour and does notmediate the relationship between HCHRM and extra-role servicebehaviour. We recommend that future research look for the mediatingeffect of other employee responses in the link between HCHRM andemployee outcomes. Keywords: High commitment human resource management, Trust inmanagement, Employee service behaviour, Line managers, BangladeshIntroduction The advancement in the evolution of human resource management(HRM) owes to various sets of approaches such as high performance,^(Delaney Huselid, 1996), “high commitment,, (Arthur, 1994), “highinvolvement,, (Lawler, 1986), and innovative (Agarwala, 2003). Coaker(2011) uses the term HRM best practices,, to denote high performancework practices (HPWPs), high performance work systems (HPWSs), highcommitment HRM (HCHRM), and universal HRM practices believingthat the underlying theme of these HRM approaches is to use humanpotential for organisational success. The present study approaches HRMas HCHRM whose specific objective is to escalate organisationaleffectiveness by impelling employee commitment. If the organisationpractices commitment oriented HRM, it will strengthen employeeidentification with the organisation and encourage employees to