The high rewards given based on per

The high rewards given based on performance have been evaluated as one of the best practices and may be used as an incentive to increase the motivation and commitment to organizational goals of the employees (Pfeffer, 1998).// In line with the results of previous studies,// this study also supports the hypothesis that there is a positive correlation between the performance-based rewards and organizational commitment (Blau et al., 2001)./// Pfeffer (1998) emphasizes that information sharing is an important human resources practice.// As many researchers support (Meyer and Allen 1997).// There is a positive correlation between information sharing practices and organizational
commitment.// The organizations use information sharing to increase organizational commitment of their employees.// In the scope of previously mentioned findings,// these results are even more important and support our study which supports the information sharing hypothesis.// Another important matter concerning organizations today is job
security and this matter is highly emphasized in research studies.// The results obtained from the present study support the hypothesis that there is a positive correlation between job security and organizational commitment.// These
findings are consistent with the results of previous studies Iverson 1996;// Meyer & Smith, 2000).// The study,// has revealed that there is a meaningful relation between HRM system and organizational commitment.// The results obtained from the present study support the hypothesis that there is a positive correlation between HRMS and
organizational commitment.

ผลลัพธ์ (อังกฤษ) 2:

The high rewards given based on performance have been evaluated as one of the best practices and may be used as an incentive to increase the motivation and commitment to organizational goals of the employees (Pfeffer, 1998) .// In line with the results of previous. studies, // this study also supports the hypothesis that there is a positive correlation between the performance-based rewards and organizational commitment (Blau et al., 2001) ./// Pfeffer (1998) emphasizes that information sharing is an important human resources. Practice .// As many researchers Support (Meyer and Allen 1997th) .// There is a positive correlation between information and organizational Sharing Practices
Sharing commitment .// The organizations use information to increase organizational commitment of their employees .// In the scope. of previously mentioned findings, these results are even more important // and which SUPPORTS the Study Support our hypothesis Sharing information .// Another important job is Matter Concerning organizations today
and this Matter is highly emphasized in Security Research Studies .// The results obtained. Support from the present Study the hypothesis that there is a positive correlation between organizational commitment and job Security .// These
findings are consistent with the results of previous Iverson one thousand nine hundred ninety-six Studies; // Meyer & Smith, the 2 thousandth) .// The Study, /. / has revealed that there is a meaningful relation between HRM and organizational commitment System .// The results obtained from the present Study Support the hypothesis that there is a positive correlation between HRMS and
organizational commitment.