The Research Of Team-Cooperated Human Resource Practices And Its Mechanism From The Perspective Of Social Capital Theory

Since China joined the WTO,the enterprise business environment increasingly influenced by world economic and political environment,whether it is or will non-export enterprises export enterprises are facing unprecedented complex and dynamic business environment.To deal with this rapidly changing external environment,improve organizational performance,organizational structure and personnel structure within the organization must make a change or adaptation.In this process,academics and practitioners are increasingly recognizing the critical importance of having a sense of teamwork and positive behavior and employees.So,how to set up the organization with employees and maintain a good relationship between the members of the organization,willingness to improve teamwork and initiative behavior of employees within the organization to increase positive behavior of employees,it has become hot spot of academia and practitioners very seriously.With rapidly changing of business environment,the internal structure of the organization also will conduct adaptive changes,during this process,the academic and business community is increasingly recognizing that the importance of employees who are cooperative and positive.Therefore,how to establish and maintain good relations between employers and employees to enhance employee Cooperative willingness and initiative and reduce the negative behaviors of employees has became a hot topic.Based on the realistic and theoretical background,this paper attempts to explore the establishment of team-cooperated human resource practices and tests its effect.There are three aspects of questions included:(1)What are the special practices included in the team-cooperated human resource practices? How to measure this new system? This aspect is focus on the establishment of team-cooperated human resource practices.(2)What are the effects of the new system on organizational performance? And what about the effects of each dimension of the new system?(3)What are the effects of the new system on employee's in-role and extra-role behavior? And what about the mediating effect and moderating effect during these processes?Based on the social capital theory and the AMO model,team-cooperated human resource practices is divided by three dimensions: the practice of common cognitive model,the practice of team-cooperated motivation,and the practice of team-cooperated participation opportunity.These three dimensions are from the idea of ability(A),motivation(M),and opportunity(O)respectively.Then this paper develops the measurement scale of this new system.Based on this new scale,this paper performs empirical study of mediating effect of organizational embeddedness and moderating effect of collectivism climate.This paper applies many methods to analyze the data and makes such conclusions:(1)Team-cooperated human resource practices consists of three dimensions: the practice of common cognitive model,the practice of team-cooperated motivation,and the practice of team-cooperated participation opportunity;(2)Team-cooperated human resource practices is positively related to organizational performance;(3)Team-cooperated human resource practices is positively related to employee's in-role and extra-role behavior;(4)Collectivistic climate works as a moderator during the relationship between team-cooperated human resource practices and in-role behavior;(5)Organizational embeddedness works as a mediator during the relationship between team-cooperated human resource practices and extra-role behavior.