China's Situation Hpws Measurement And Its Relationship With Corporate Performance

High performance work system is the focus and hot spot of current domestic and international strategic human resource management researches. Domestic researches on high performance work system are late about10years, compared with western ones. Additionally, the traditional methods on qualitative review haven’t reached the same conclusion on the relationship between high performance work system and firm performance in the Context of China, and the development of high performance work system’s scale in Chinese context is still at the exploratory stage. Therefore, This paper first make use of the method of meta-analysis to make the relationship of high performance work system and firm performance clear, to clarify the mechanism of high performance work system and firm performance. When we make sure the positive relationship between high performance work system and firm performance,we try to develop the measurement scale of high performance work system in Chinese context The specific contents of this paper are as follows:First, this article makes use of the statistical method--meta-analysis, which is of great importance in the quantitative reviews, and conducts the quantitative review, based on53empirical studies about the relationship between high performance work system and firm Performance in Chinese context. This paper obtains8788independent samples and316effect sizes, with a total capacity of58946samples. The results have showed that:(1) high performance work system is highly related with firm performance (rz=0.419, p<0.001). Its impact on non-financial performance (innovative performance, human resource management performance and organizational operation performance) is larger than its impact on financial performance (financial and accounting performance and capital market performance).(2) The correlation between high performance work system and firm performance in Chinese context is larger than it in western context. Compared with the impact that a particular practice in sum imposes on firm performance, high performance work system has more impact on firm performance.(3) Information share and communication, performance appraisal and management are highly related with firm performance in Chinese context, while the correlation between them is not very significant in western culture. We can draw the conclusion that information share and communication have little contribution to firm performance from the results of qualitative review in China. The results could conclude the relationship between high performance work system and firm performance in the context of China; they can also give some advice on the future study on high performance work system.Second, this paper tries to develop the measurement scale of high performance work system in Chinese context.(1) We collect177initial entries on the measurement of high performance work practices from the domestic and international literatures through literature review, organize the useful data from233open questionnaires and collect a total of341items on "high performance work practices" without repetition, then get the pre-test questionnaire on high performance work system in Chinese context based on the literature integration, interview and the findings of open questionnaires;(2) In two trial investigations, the first one gets175valid questionnaires, the second one gets317valid questionnaires. Then we use item analysis, exploratory factor analysis, correlation analysis, and regression analysis to analyze the findings of the two trial investigations, getting the measurement scale on high performance work system in Chinese context.The results show that:(1) The scale developed by this study includes seven dimensions:the developmental training system, systematic performance management, strict recruitment/selection, perfect welfare and security, clear work design, and staff incentives based on performance.(2) The scale has shown good reliability and validity. On the aspect of reliability, the scale’s overall reliability coefficient is above0.9by the two exploratory factor analysis methods. The reliability of each dimension is also above0.6. On the aspect of reliability, the content validity is guaranteed by initial entries which are obtained through literature and open questionnaire, two trial surveys and a formal investigation; contrast validity is guaranteed by factor analysis method. For this paper has not finished the formal investigation, we can’t perform the confirmatory factor analysis. The criterion-related validity will be verified in the empirical research in the fourth chapter.(3) Contrast with the existing researches on the measurement scale of high performance work system in Chinese context, the existing qualitative reviews and the meta-analysis of this study, we find that there are few studies on the development of high performance work system in Chinese context. Also its contents and measurement scale have great difference. Accordingly, in order to develop high performance work system’s measurement scale which adapts to Chinese enterprises, it’s necessary to pay more attention to it.