A Study Of The Mechanism Of Commitment-oriented Human Resource Management Practices On Knowledge Transfer Within Enterprise

In this knowledge economy, knowledge has become a key resource to get competitive advantage, knowledge management is coming. As an important stage of knowledge management, knowledge transfer has become a hot issue. In recent years, domestic and foreign scholars explored a large number of factors on knowledge transfer, formed some influential models and research findings. Human resources are the carrier of the knowledge, human resource management practices will directly affect the effectiveness of knowledge transfer, few domestic and international studies on human resource management practices are from the perspective of systematic factors. This study attempts to build the influence model of Commitment-oriented human resource management practices on knowledge transfer, focusing on the impact mechanism to uncover the "black box."This study reviewed the interactions among the three Variables, then built the initial model the corresponding hypothesis by use of Corporate Practice-Cognitive Psychology-employee behavior relationship paradigm. Relationships among commitment-based human resource management practices, perceived organizational support and internal knowledge transfer can be found through interviews and questionnaires.This paper carried out the work from the following aspects:①Literature Review. We clarify the needed theoretical literature systematically to support the follow-up study, including review of Commitment-Based Human Resource Management Practice, Perceived Organizational Support, Knowledge Transfer within the Organization and the relationship among these three variables. In each part of the review, firstly, sorting out and defining basic concepts clearly; secondly, conducting literature about Commitment-Based Human Resource Management Practice, Perceived Organizational Support, Knowledge Transfer within the Organization and the relationship among these three variables; Finally, according to the purpose of this study and research needs, we pointing out the advantages and disadvantages of existing research.②Research Design and Empirical Analysis.Firstly, we establish the relationship among Commitment-Based Human Resource Management Practice, Perceived Organizational Support, Knowledge Transfer within the Organization, and then form the corresponding conceptual and model hypotheses by use of "business practices-psychological cognition-employee behavior" paradigm; secondly, we design the questionnaire scales through learning from the literature and the amendment process so as to form a well-structured measurements; again, carry out the questionnaire survey mainly in knowledge-intensive industries such as high-tech manufacturing, consulting services, information, financial services; finally, address the validation of assumptions and draw conclusions by techniques of Single Factor Analysis and Hierarchical Regression Analysis.③Conclusions and Prospects. This section includes the main conclusions, innovation, lack and the development of research.