The Research On High-performance Work Systems In Knowledge-intensive-business Service Enterprises

1980s, Western scholars indicated, business for long-term sustainable competitiveadvantage,a single human resource management practices can easily imitated bycompetitors and copy, is no longer considered to be a competitive advantage ofresources,but a set of human resource management system has a positive contribution toorganizational performance,becoming a strategic resource for the existence anddevelopment of enterprises,and therefore the strategic human resource managementtheory reached a consensus： the implementation of high-performance work systemsenable enterprises human resource management practices make direct or indirectcontributions to organizational performance and competitive advantage,therebycontributing to the realization of high performance and competitive advantage of thecorporate goals. Although there have been a lot of theoretical research to verify theimplementation of high-performance work systems helping enterprises to gaincompetitive advantage,but in this area empirical research of high-performance worksystems and organizational performance relationship obtained results vague anduncertain conclusion.Why?according to the Contingency of high-performance work systems,high-performance work systems has industry characteristics.high-performance work systemsfor different industries has different structural characteristics and laws governingoperation characteristics.This study literature carding found that most empirical researchon high-performance work systems at home and abroad not classified research,onlycross-industry study,but there is the potential problem of the use of cross-industrysample,will cover up the differences between the industries,resulting in a bias in theresearch,the study of high-performance work systems should focus on more sophisticatedindustries. Existing small number of industry classification research more focused on themanufacturing sector,the service industry less,especially Knowledge-intensive-businessservice more less,there are some studies only learning from the ordinary sense of the highperformance the connotation and composition of high-performance work systems, scaleof high-performance work systems on organizational performance from the particularclass of service sector enterprises or knowledge-based enterprises,yet specializedresearch services industry, the mechanism of its effecting on organizational performanceis also unclear. Taking into account the potential contribution of human capital in the various resources of the enterprise value creation in the Knowledge-intensive-businessservice enterprises is the largest,and therefore,this study suggests that high-performancework systems have a positive and significant impact on Knowledge-intensive-businessservice enterprises performance. Therefore,this study selectes Knowledge-intensive-business service enterprises as a starting point to explore the contents of the structure ofhigh-performance work systems of the industry,human resources characteristics andparticularities of Knowledge-intensive-business service enterprises, to develop the scaleof high-performance work systems of Knowledge-intensive-business service enterprises,and to uncover the mechanism of high-performance work systems in the industry.By organizing and combing high-performance work systems theory and literature,aswell as research on the status and effectiveness of internal human resources part of theknowledge-intensive service enterprises,the paper identified the following research：special meaning and structure of high-performance work systems of Knowledge-intensive-business service enterprises,has a positive direct effect on businessperformance. High-performance work systems of Knowledge-intensive-business serviceenterprises by the intermediary role of service climate and employee knowledge sharingbehavior indirectly affect the level of corporate performance. The study service climateand knowledge sharing are mediating variables that high-performance work systems ofKnowledge-intensive-business service enterprises affect corporate performance,has a keyrole in the improvement of business performance. Therefore,this study will explore therelationship between high-performance work systems of Knowledge-intensive-businessservice enterprises, service climate,knowledge sharing and business performance.Based on these ideas,this paper includes the following aspects：The first part of the introduction. First introduced the theoretical and practicalbackground of topic,proposed and defined the problem of the paper, analyzed thesignificance of he theoretical and practical of the study. Then put forward the researchstructure and basic thesis research methods.The second part of the literature review. Papers combing the concept and relatedresearch of high-performance work systems,knowledge sharing and service climate,andthe evaluation of existing research,put forward the research direction.The third part,the particularity of human resources of Knowledge-intensive-businessservice enterprises. Based on the characteristics of highly knowledge,highly interactive,high degree of innovation of Knowledge-intensive-business service enterprises,particularity of human resources of Knowledge-intensive-business service enterprises, and analyzing the distinction of human resources of Knowledge-intensive-businessservice enterprises and manufacturing human resources,resource-intensive services,thevalue of human resources in knowledge-intensive service enterprises is the largest.The fourth part,build high-performance work systems in Knowledge-intensive-business service enterprises. Firstly,built high-performance work systems standards,Obtained formal survey of734valid samples,used the methods of project analysis,correlation analysis,statistical analysis,exploring factor analysis and confirmatory factoranalysis,studies have shown that human resources management system combination of aknowledge-driven and service-oriented play a positive and important role in theperformance Knowledge-intensive-business service enterprises,such as strictly regulaterecruitment, systems training, behavior-oriented performance appraisal, employeemotivation, the flow of human resources,human resources planning,communication andteamwork; high-performance work systems of Knowledge-intensive-business serviceenterprises have a significant impact on the enterprise market performance,and theimplementation of high-performance work systems help to improve the level of marketperformance; developing the scale inspection of high-performance work systems ofKnowledge-intensive-business service enterprises,the scale has good reliability andvalidity,the theoretical basis for subsequent research.The fifth part, proposing research hypotheses and mechanism model. introducedsocial background model, HR systems and organizational performance connectionmechanism integrated model, service performance multi-level model,based on therelational model of commitment to the practice of human resource management andorganizational performmance,multi-level theory theory of the mechanism ofhigh-performance work systems of Knowledge-intensive-business service enterprises,sort out the relationship between high-performance work systems of knowledge-intensiveservice enterprises,service climate,knowledge sharing,service performance,and proposehypotheses between these variables high-performance work systems and services climatebelonging to the organization level variables,knowledge sharing,service performance andinnovation performance belonging to the individual-level variables,this article will usecross-level research to try to build the relationship linear class model betweenhigh-performance work systems of Knowledge-intensive-business service enterprises andorganizational performance.Part VI, empirical research. Through Knowledge-intensive-business serviceenterprises depth interviews and questionnaires,useing the methods of econometric analysis,statistical software SPSS17.0,LISREL8.8,HLM6.02, verifies high-performancework systems of Knowledge-intensive-business service enterprises have positivesignificant effects on service climate, knowledge sharing and the performance ofindividual employees;verifies the dimensions of high-performance work systems ofKnowledge-intensive-business service enterprises have cross-level direct effects on theperformance of individual employees; cross-level validation of mediating effect ofservice climate and knowledge sharing in knowledge intensive service organizations inthe mechanism of action of high-performance work system, the proposed researchhypotheses and theoretical modelsmost have been validated and supported.Part VII, research results, theoretical contributions and managementrecommendations. Summarized and outlined the main conclusions of this studycontributing to the discussion verify assumptions conclusion not verified the conclusionof the analysis and discussion of the study proposed the theory,and make managementrecommendations accordingly,Finally,the analysis of the limitations of the study,and theprospect of future research trends.Through this research,I hope to be able to enrich and broaden the field ofhigh-performance work systems of strategic human resource management,fully andeffectively exert the performance of the human resources in the knowledge-intensiveservice enterprises.