Research On How High-performance Human Resource Management System Acts On The Staffs' Work Engagement

Human resource is a crucial factor and important resource in a company,talent competition is the core of modem competition.With the increasing competition of market,HR management has become a focal point of competition between organizations.Some scholars believe that there is a universal and optimal human resource management mode in human resource management research and practice,which can improve enterprise performance significantly.This kind of management mode consists of series of optimal human resource management practices they are interrelated and interdependent,interacting with each other.It is a combined system,playing a role of promoting organizational performance improvement over a single human resource management practices----“High-performance human resource management system".High-performance human resource management system always aims at western companies,due to the differences of cultural,backgrounds,the connotation and the effect of this system may not be applicable in China.Meanwhile,for the effect and mechanism of organization performance,high-performance human resource management system is still uncertain;it is necessary to further validate in China.Staffs' work engagement indicates the hard working of the employees and forms the basis for excellent performance.It encourages employees to concentrate on the job and promote the development of the company in the long run.Perceived organizational support indicates the organization's concentration on the employees' contribution and their interests,which has a significant impact on employees'work engagement.Human resource management practices are regarded as a concrete manifestation of the organizational support.Whether employees can perceive organization support is counted on the degree of which the human resource system pays attention to their interest and development.Thus,the establishment of effective human resource management is of great practical significance to promote development of the organization taking advantage of efficient utilization of human resources.Intense competitive pressures and fast-paced work environment in modem society cause low efficiency of a significant number of the employees.Therefore,it is of great importance for the research on modern human resource management to discuss how to improve the efficiency of employees and their working attitude through establishing a rational human resource management system.However,so far,instead of paying more attention on the effects of the staff individual behavior,we still focus on the discussion about organizational performance during the research on human resource management system.In the study of the staff's work engagement,mostly we concentrate in the "attitude or motivation"—the variable quantity's influence on Job involvement;rarely do we study the effect of organizing human resource management system,especially we are lack of acquiring the acquaintance of the high-performance human resource management system's effect on the staff's work engagement and the matter of the influence mechanism,the relevant literature is even less.Hence,this thesis focuses on the relation of human resource management system and the staff's work behavior and attitude as long as the influence mechanism of high-performance human resource management system to the staffs work engagement.Not only is it very important for us to study how to encourage employee to strengthen their job devotion and enhance the human resource utilization efficiency and management level,but also can we go a step further on exploring the role of human resource management mode of high-performance on organizational performance and its mechanism.So the author probe into the following questions specifically:(1)What is the difference between inland and abroad concerning the constitution of the high performance system of human resource management practice in the Chinese financial industry background?(2)Whether if the high-performance human resource management system has effect on staffs' work engagement.How does it work?What is the mechanism?(3)What is the high-performance human resource management system's impact on the employee's perceived organizational support?(4)"What is the influence does the perceived organizational support bring to the work engagement?(5)Whether or not does perceived organizational support play as a mediating role between high-performance human resources management system and work engagement?(6)What is the enlightenment significance for us to explore the relation about human resource management system performance effects on employees' work engagement?In order to explore those issues,this study is an empirical investigation,which based on the financial industry employees,and then the following respects are considered in this research:Firstly,the article makes a thorough review of these variables:the high-performance human resource management,perceived organizational support and the work engagement,as well as the relationship between them by studying relative literature.Based on the literature and theoretical analysis,a model is constructed to research the influence system concerning the high-performance human resource management acting on the employee involvement.Secondly,according to the relevant literature and the material about the Chinese background,the author lines up the dimension composition of the high-performance human resource management,work engagement and perceived organizational support.On the basis of the above steps,the author makes a preliminary test scale and amends it after the first test.In the end,the final scale is formed.Finally,the author adopts the statistics analytical methods of factor analyze,conelations analyze and regressions analyze to testify the reliability and validity of the questionnaire,the main and intermediate effect between the variables based on the conclusion of the questionnaire.Furthermore,the author testifies the model concerning the influence the high-performance human resource management putting on the work engagement and the intermediate function to the sense of organization support.The study indicates that:(1)Under the circumstance of China's finical industry,high-performance human resource management system is of great reliability and validity.The included scales such as extensive training,strict enrolment,competition and mobility result-leading evaluation,performance-leading pay and strict management discipline etc.are of well adaption,which also differs from other scholars' research.Through the factor analysis,though the scales of work engagement are from abroad,the research still has its reliability and validity,and consists of vigor,devotion and attention.The perceived organizational support is made up of working support,value appreciation and interest-care,which get its applicability and can be used for further study;(2)A high-performance human resource management system is the prerequisite for effective work,which has a positive predictive effect for the employees.That indicates the system is quite active and effective for improving the attitude of employees and arousing the working behavior.However,it ranges from the specific constitution of the sub dimensions.(3)A high-performance human resource management system is the antecedents for the perceived organizational support from the employees,and has its positive correlation with the perceived organizational support.The system has certain predictability and can enforce the perceived organizational support from employees significantly.(4)The perceived organizational support is an important prerequisite for the work of employees,and its three dimensions have different effect on the three dimensions of job involvement.(5)The perceived organizational support works as an intermediary between a high-performance human resource management system and the work engagement from employees,which implies that the system can either act on the work engagement directly or have a positive correlation on work engagement through the perceived organizational support;(6)The population statistical variable such as gender age and marital status differentiates between the work engagements,the s perceived organizational support and other variables.The meaning of this research lies in:(1)In theory,in the past,research on whether high-performance human resource management system has a significant positive impacton organizational performance has not reached a consensus.Since the huma n resource management is one of the most important functions of organization,staf fs' work engagement behavior plays the vital role to achieve performance.Discussing this relationship provides theoretical and empirical support to reveal the role of human resource management on organizational performance in theory,and it's helpful to expand the research range of high-performance human resource management and work engagement.This research also bases theoretical and learn significance for further research on organization-employee relations mechanism,it not only can broaden the scope of human resource management research,but also help to expand work engagement antecedent research.(2)In practice,conducting relevant research on high-performance human resource management system can further validate the effectiveness of the human resource management.Besides improving the organization human resource management practices and staffs'work engagement,it provides ideas on operation and proposes for enhancing the management efficiency either,thus,we should not overlook the practical significance.The innovation of this study is reflected in following areas:(1)An empirical study based on China's financial industry further enriches the scope of the study of the localization of high-performance human resource management system,giving new ideas for future comparative study;(2)From the organization's HRM perception point of view to explore the human resources management system how to act on the work engagement,which provides reference to further research on the mechanism of organization-employee relations,and not only broaden the scope of the study on human resource management,but also conducive to the expansion of work engagement antecedents;(3)The introduction of perceived organizational support builds a variable relationship model,which consists of high-performance human resource management system,perceived organizational support and work engagement,This model introduces new variables and new ideas,furthermore,it provides a theoretical basis and evidence support for the management practice,giving us a new perspective and enriching research content.(4)Judging from the study,by combing the existing literature,finding out that'nurse and police as the most professional groups in the concerning research of work engagement in our country.In this study,knowledge-based workers in the financial industry as the sample of empirical test to expand the scope of employees working behavior at home and abroad,offering data sources and empirical basis for various industries occupational groups work engagement behavior to the comparative study,and giving the reference to improve the human resource management of China's financial enterprises too.