This study intends to determine the relationship between perceived HRM practices and individual performance. The moderating effect of psychological contract fulfillment and reward orientation towards the relationship between perceived HRM practices and individual were also examined.
This study conducted survey in Hanoi, the capital of Vietnam with 123 employees and 41 managers. In order to avoid the bias, the respondents of managers were asked to evaluate their employees’ performance to ensure that there is no much difference between employees’ self-valuation and managers’ evaluation on their subordinates’ performance. The ICC method was used to analyze this.
Based on the results of this empirical study, the findings show that there is a strong relationship between perceived HRM practices and individual performance. The moderating effects of the reward orientation and psychological contract fulfillment were examined and the results showed that relationship of psychological contract fulfillment moderates the relationship between employee test and survey, and individual performance. Also, the result represents pay of psychological contract fulfillment moderates the relationship between training and development and in-role performance. In addition, the finding on investigating the moderating effect of reward orientation indicates that the intrinsic reward moderates the relationship between employee test and survey, and individual performance. And, the extrinsic reward moderates the relationship between information exchange and individual performance.

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