An Empirical Study On The Influence Of Supportive Human Resource Management Practice On Employee ENLV Behavior

According to the modern organization management theory, human is the most important resource among other ones in an organization. Employee conduct, as the key factors impact enterprise performance and corporate image, has always been the concern of scholars. The influence mechanisms of employee conduct has been the hot spot in this field.This thesis discusses the influence mechanisms of employee conduct with employee ENLV behavior model. Employee ENLV behavior model includes Exit, Neglect, Loyalty and Voice. As the tool of managing employee, human resource management practices(HRMP) is one of the objective origins to employee conduct. Supportive human resource management practices(SHRMP) reflacts the organization support in HRMP, contributing to forming perceived organizational support(POS) and influcing the choose of employee conduct.Based on the review and analysis of HRMP, POS and employee ENLV behavior, this thesis fixes the questionnaire and establishes two modeles of SHRMP influencing the performance of employee ENLV behavior. One is the main effects model with the hypothesis of SHRMP influencing the performance of employee ENLV behavior, and the other is the mediating effects model with the hypothesis of POS having the mediating effects. Through empirical study, most of the hypothesis are proved or partly proved. It is proved that SHRMP influences the performance of employee ENLV behavior, and that POS has the mediating effects.Based on the conclusions, the thesis puts forward two ways to guide employee ENLV behavior, to raise the level of SHRMP and to raise the POS.