A Study On The Relationship Among High Performance Work System, Intellectual Capital And Firm Performance

High performance work system(HPWS) was one of the most important concepts in the field of strategic human resource management.What is the mechanism of HPWS and how it influences firm performance has been research hotspot in academy and practice.In recent yeas there has always been appeals to scholars for more researches at the intersection of strategic human resource management and intellectual capital management fields,but until now few empirical investigations have conducted.This study provides the exploratory perspective to clarify the relationship among HPWS, intellectual capital and firm performance by taking intellectual capital as an important mediator between HPWS and firm performance.Besides,the author proposed and proved empirically that organizational culture is a moderating variable to affect the relationship between HPWS and firm performance.The major contents and the results as follows:1.By using Exploratory Factor Analysis(EFA) and Confirmatory Factor Analysis(CFA),an eight-factor model of HPWS is constructed.The eight factors are result-oriented appraisal, comprehensive training,information sharing,extensive benefits,work team,employment security,contingent compensation and elective recruiting.2.The results of T-test and General Linear Model Analysis on the eight factors of HPWS indicate that some organizational variables,such as number of employees,existing time, ownership,nature of industry,etc.,influence the eight factors of HPWS,in terms of how HPWS is applied to the enterprise.3.This study comprehensively evaluates the link between HPWS and firm performance(both perceived performance and employee satisfaction) by using EFA and SEM.The results indicate that HPWS has a statistically positive effect on perceived performance and employee satisfaction. In addition,HPWS shows significantly positive impact on 'internal performance' and 'market performance' of perceived performance.Compared with the external performance,HPWS has greater predictive effect on the internal performance.Among the eight factors,the three factors ("result-oriented appraisal","information sharing" and "employment security") of HPWS have significantly positive effects on external performance.And the two factors('information sharing' and 'extensive benefits") also have demonstrate positive effects on internal performance. The four factors('extensive benefits','work team','employment security' and 'contingent compensation') help to enhance the employee satisfaction.4.The mediating role of intellect capital between HPWS and firm performance is explored and tested by Hierarchical regression analysis.It shows that HPWS has indirect effects on firm performance through intellectual capital,which is a partial mediator between HPWS and firm performance.5.The moderating effect of organizational culture on relationship between HPWS and firm performance is also tested by Hierarchical Regression Analysis.The result shows that bureaucratic culture has high moderating effect on the relationships between HPWS and market performance,internal performance and employee satisfactory as well.