Study On The Relationship Of HPWS, Psychological Contractand Job Performance Of Innovative Talents

21st century, science and technology develop change rapidly. Scientific andtechnological progress and innovation is increasingly becoming the main way toenhance the core competitiveness of enterprises. Enterprises are to keep sustainabledevelopment in an increasingly global competition of encouragement, ultimatelycannot be separated from the creative and innovative talent and team leader. Therefore,how to retain and motivate innovative talents so that they give full play to theircreativity into a current enterprise problem to be solved.High performance work system is a means of improving the skills of their staff,stimulating the enthusiasm of their staff, increase employee involvement so that theOrganization of human resource management system for high performance. In recentyears, high performance work systems and research become a hotspot of theoreticalresearch on the relationship between organizational performance, but on highperformance work systems and employee work performance: an empirical study wasrelatively small. The research on high performance work systems and innovativetalents working relationship between the performance of research conducted, and asmediator of the relationship between psychological contract and research work in highperformance work system and its performance an intermediary mechanism. Thisresearch review of the literature and on the basis of preliminary studies, through acombination of field research and survey methods, from high-tech enterprises,research institutes and universities conducted a survey of250innovative talent, Andto use SPSS software, factor analysis, correlation, and regression on survey dataanalysis, was to conclude(1) High performance work system has a significant positive effect on innovativetalents overall and within the four dimensions of job performance (task performance,contextual performance, learning performance, innovative performance).(2) Psychological contract of the innovative talents will have a significant effecton its performance. Which material incentive, and environment support, anddevelopment opportunities three a organization responsibility dimension of will are toeffect innovation type talent of work performance (task performance, contextualperformance, learning performance, innovative performance); specification followed,loyalty and responsibility, organization identity and occupational enterprising four astaff responsibility also will has a significant positive effect on innovation type talent of work performance (task performance, contextual performance, learningperformance, innovative performance).(3) High performance work system, psychological contract and job performanceof creative talent has a close connection. High performance work systems will have asignificant impact on the level of psychological contract of creative talent, and thepsychological contract plays a mediating role between high performance work systemand the job performance of innovative talents.Finally, the article Put forward suggestions on Organization effective retentionand incentive innovation talents based on the conclusion.