An Empirical Study On Real Estate Of High-Performance Work System And Organizational Performance

In recent years, the relationship between High-Performance Work System(HPWS) and organizational performance has been the focus attention in the field ofstrategic human resource management issues, many studies have explored the impactof human resource management practices on organizational performance. Comparedto nearly30years foreign research, domestic scholars is late for a decade in the field,but most are concentrated in the manufacturing and services industries, not focus thereal estate industry. In fact, with the rapid development and dramatic changes inpolicy environment, the concept and value of strategic human resource managementhas begun into the real estate companies’ administration. This paper attempts toextend the sample to the real estate industry, and then to carry out An Empirical Studybetween HPWS and Organizational Performance. The main idea is to investigate thecontents of HPWS in real estate enterprises with literature review and questionnairesurvey, and explore the differences in the implementation degree of the differentorganizational characteristics in the real estate HPWS, and then study the relationshipand influence between HPWS and organizational performance. It’s hopeful to providesome practical recommendations to improve organizational performance.The conclusions are as follows:(1) HPWS in real estate companies has suchthree dimensions: ability system, motivating system, participating system.(2) Theextent of HPWS implementation in the different organizational real estatecharacteristics is significantly different. Overall, The greater and the longer of the realestate enterprises to implement the higher degree of HPWS. The private nature of thereal estate enterprises use the lowest level of HPWS.(3)The real estate HPWS and allthree dimensions have a significant positive link with organizational performance. ItShows that our real estate enterprises through the implementation to improve theability of staff, to strengthen the level of incentives, to expand opportunities forparticipation of HPWS to improve organizational performance.