本研究以策略性人力資源管理的行為觀點為基礎，探討組織採行「高績效工作系統」的人力資源管理措施，透過組織氣候及員工的自我效能，進而對組織承諾的影響歷程。
本研究台灣製造業的員工為主要研究對象。本研究於2011年04月05日開始發放問巻，於2011年05月10日結束問卷回收，發放350份問巻給予受訪者，總計回收問巻313份，剔除無效問卷15份，最終有效問卷298份，有效問卷回收率為85.1%，透過因素分析、相關分析及迴歸分析來探討各變數間的關係。
經由實證分析，本研究之結果如下：
一、高績效工作系統對組織氣候有顯著影響。
二、組織氣候對組織承諾有顯著影響。
三、高績效工作系統對自我效能有顯著影響。
四、自我效能對組織承諾有顯著影響。
五、高績效工作系統對組織承諾有顯著影響。
六、組織氣候對自我效能有顯著影響。
七、高績效工作系統經由組織氣候中介效果進而對變革承諾有顯著影響。
八、高績效工作系統經由自我效能中介效果進而對變革承諾有顯著影響。

Abstract
This study is based on strategic human resources management. To explore the process an organization adopts high performance work system human resource management, through the organizational climate and employee self-efficacy, to affect the organizational commitment.
Taiwan's manufacturing employees were the main objects in this study.This study was conducted from at 05 April 2011 to 10 May 2011. Three hundred and fifty questionnaires were issued and totally 313 pieces were returned.After remove of invalid questionnaires, there have 298 pieces and the effective return rate is 85.1%. Factor analysis, variance analysis and regression analysis were employed to analyze and verify the collected samples.Empirical findings include:
1.High performance work systems has significant effect on organizational climate.
2.Organizational climate has significant effect on organizational commitment.
3.High performance work systems has significant effect on self-efficacy.
4.Self-efficacy has significant effect on organizational commitment.
5.High performance work systems has significant effect on organizational commitment.
6.Organizational climate has significant effect on self-efficacy.
7.Organizational climate has intervening effect on high performance work systems and organizational commitment.
8.Self-efficacy has intervening effect on high performance work systems and organizational commitment.
Keywords: High Performance Work Systems, Organizational Climate, Self-efficacy, Organizational Commitment

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