Hr Empiricism Of Public Institution Based On Pos

The Public Institution is playing a decisive role in our country's economy, but the value orientation, the management idea and the system design of present Human Resources Management in Public Institutions can not meet the general requirements of the Institution reforms, and have a great disparity with those of Human Resources Management in Public Organizations of developed countries. With the deepening of reform and development of market competition, the mode and contents of Human Resources Management in Public Institutions need to be repositioned and to realize the transformation. The smoothly carrying out of the relevant work on Human Resources Management can not separate from the support of advanced theory and practice studies.It is well known that carrying out advanced HR practices which affects the staff's skills, motivation and behaviors can cause the organization to have the strategic advantage. At present, China's economy is in transition a lot of knowledge workers are substituting for the traditional laborer and becoming a very important part in the social basic structure gradually. These knowledge workers have their own specialized superiority, so they don't need to devote themselves to the organization until death. Nowadays, the organizations must frequently face to some phenomena like leaving job or taking part-time job and so on. That the staffs rely on their organizations excessively in the traditional sense is no longer the absolute main stream, the organizations also need to depend on their employees. In the past, we paid more attention to the study of the staff's loyalty to their organizations, but now we need to study these questions like how the organization is loyal to their staffs and makes promises to their staff and so on. These factors will directly affect the staffs' attitude toward their organizations, thereby affect their working attitude and their decisions whether to resign. As a result, some scholars begin to study the staff's attitude toward their organizations, hoping this research can make some revisions and new explorations to the ways and means of Human Resources practices.In1986, Eisenberger proposed the "Perceived Organizational Support" theory. This theory believed that when the staffs feel the care, the support and the approval from their organizations, they will work in good performance. What the POS theory stressed is the faith which the staffs firmly believe their organizations treat them faithfully. Through the functions of mechanism like social exchange as well as psychological contract and so on, the staffs will understand the meaning of their organizations'behaviors according to the degree of organizations'supports they perceived, and show different work attitudes and behaviors. The POS theory is an important exploration on this study and becomes an important research method to be used gradually.This paper based on the thinking, using the concept of POS, by studying the function of POS between the Public Institution and their staffs, analyzes the pertinence between the perception of the staffs on HR practices of the public institution and the important work results. The Public Institution is knowledge-intensive organization which takes the mental labor as the main body, so the professional is the main personnel constitution of the Institution, Therefore this paper also studies how to influence the work results of the staffs'professional commitment and POS interaction.On the basis of review and retrospect of the previous studies, this research selected220representative staffs in the Institutions of Sichuan province, collected the corresponding data through the questionnaire. By analyzing the statistics obtained by questionnaires, this research draws the following conclusions:the POS not only affects the staffs'work results, but also is the mediator to the results of the antecedent variables. Concretely speaking, when the staffs in Public Institution perceive highly the organizational support, their degree of salary satisfaction, the supports from family, the relationships between leaders and other members and the opportunities of career produce positive effect on the work results. Otherwise, the effect of antecedent variables in the results is not obvious. That means the higher the staffs perceive the organizational support, the better work results they will achieve. Therefore, to improve the POS of the staffs is very important. Empirical results showed that the POS has the remarkable positive effect to the organizational promises, the work achievements and the citizenship behavior within an organization, meanwhile, it has the negative effect to the working pressure, the intention of leaving job and part-time job behavior. If the organization wants to make itself more robust, causes the staffs to make a better promise and good achievements, and enhances the citizenship behavior of the organization reduces, the outflow and the part-time behavior of the staffs, it can enhance the organization's cohesion through improving the degree of the staffs'political consciousness to the organization. For example, to establish communication channel, to be fair and open in executing policies, to reduce the disparities in the salary, the policy on promotion and the practice, and to build the harmonious and friendly atmosphere among the staffs.The innovation of this research lies in:Firstly, it discussed the influencing factors on POS of the professional working in Public Institution, and their POS whether observably influence their work results or not through theory and empirical study method. All these have very vital practical significance to enhance the enterprise's achievements, strengthen the supervisor's vocational level. Secondly, the paper studied how the POS influenced the staffs'work results through the interaction existing in the professional commitments of the staffs in the public institution, by using the professional commitments as an adjustment variable. Finally, it studied the effect of the interaction which exists in the POS and part-time job behavior, and designed the corresponding measurement sheet on part-time job behavior through the interview, the experiment and analysis.This research is an investigation and empirical study conducted under the special background of the financial crisis and5·12earthquake relief and so on, so there is certain differences between the findings and the conclusions of previous studies. For example, in the antecedent variables of the POS, the general research concluded that the salary and the relationships between leaders and other members have the greatest impact, but this research investigated that the supports from family have the greatest impact, and the role of professional commitment on the POS did not seem as that in the other studies. All of these provide an important enlightenment for later research and other human resources management practitioners, that is, the background factor must be considered in research and practice.This research certainly contains some limitations, but it will be helpful to the further research and practices. This research plays a role as a bridge connecting human resource management and organizational behavior and provides guidance on how to organize the implementation of appropriate human resource practices in an organization so as to cultivate a higher level of emotional support. This finding how the POS affects the important work results has proved the importance of the POS research and the necessity of why the organizations need to provide appropriate support to their staffs. Then it explains that the staffs'reflection to the POS depends upon their different levels of professional promises, therefore the organizations need to consider the difference of the individual and pay attention to the staffs' professional needs and attitudes in the process of the POS management practice.