Construct Of Internal-Control Oriented Human Resource Management Practices And Effects Mechanism On Organizational Performance

With rapid globalization and intense competition, the innovation in strategic human resource management for Chinese companies to respond to the dynamic and competitive environment in transition is an important research issue. Western literature show that organic organization which are flat and decentralized could be more suitable to the dynamic and competitive environment, which requiring HPWS of commitment and participation, to fit with the organization internally. Some practices such as participation and self management were found be invalid in Chinese context. SHRMS evolution is from control-oriented to resource-oriented, there are many ―transitional‖ hybrid configuration system exist during the evolution. In industrial practice, HRMS of many Chinese organizations such as Southern Airline, Huawei,etc. have dual characteristics of control and internalization, which were hybrid of both control-oriented and resource-oriented, gaining good performance as well. The phenomenon couldn‘t be explained by the Western HPWS literature.Research questions come out:Western HPWS are not suitable to respond to Chinese dynamic and competitive environment, which indigenous HRMS could be effective to respond to the dynamic and competitive environment? What are the connotation, dimension and detailed practices of the indigenous HRMS? Whether or not the indigenous HRMS could predict the main effect of organizations under the high dynamic and competitive environment? If so, how and why?Internal-Control Oriented Human Resource Management Practices(hereafter referred as ICHRMP), which is the hybrid of western internal-oriented and control-oriented human resource management system, is found being a typical type of human resource management system among Chinese organizations in practice. This human resource management system is differ with the western internal-oriented and control-oriented human resource management system and couldn‘t be found in western literature based on the SHRM configuration theory.Based on the theory, the research is consist of four studies as following:(1)the constructs and scale development of ICHRMP;(2)empirical test of ICHRMP effectiveness;(3)moderating effect of environment uncertainty;and(4)mediating effect of human capital uniqueness and procedural justice in Chinese context. In consistent with qualitative research paradigm, following the standard procedure of grounded theory, study one indigenously explores the structure of the trait of ICHRMP and develops indigenous scale.Secondly, study two to four investigate the main effect of ICHRMP to organization performance and the moderating effect of environmental uncertainty, as well as the mediating effect of human capital uniqueness and procedural justice in Chinese context.Drawing on the above research, empirical data shows four results as following:(1) The trait of ICHRMP is consisted of two factors: internalization and control. The relation and structure of the two factors are discussed;(2)ICHRMP is possitively related to organizational operational performance, as well as organizational innovative performance;(3)Organizational environment uncertainty moderated the effects of ICHRMP on organizational performance;(4)Human capital uniqueness mediates the effect of ICHRMP on innovative performance, as well as procedural justice mediates the effect of ICHRMP on innovative performance.