An Empirical Research Of The Impact Of Flexible Human Resources Management On Job Performance

With the arrival of the era of knowledge economy, the environment of uncertainty and complexity of a sudden increase, coupled with changes in the concept of people in employment and increase employment flexibility, corporate employers how to improve job performance, and continuously enhance the market competitiveness, and has become a very important research topic.Studies have shown that the flexible management of human resources has a certain impact on job performance, but at home and abroad for flexible human resources management, job performance and organizational identification relationship is also very rare in empirical studies. Research on this topic, you can understand the business strategy is a flexible human resource affect job performance and organizational identification, through the analysis of flexible human management, job performance and organizational identification and the relationship between the influencing factors for the enterprises to strengthen human resources management, improve employee job performance and provide guidance and appropriate countermeasures.In this paper, flexible human resources management, job performance and organizational identification as the research object, through literature review and depth interview to the enterprise under investigation, construct the theoretical model,. And then through a questionnaire survey, by using SPSS.20statistical software for survey data analysis to explore the relationship the flexible human resources management, job performances and organizational identification. The results are as follows:1. The task of functional flexibility, temporal of working-time flexibility and wage of financial flexibility of job performance has a significant impact.2. Numerical flexibility plays a important role in promoting the job performance. Numerical flexibility can significantly predicate task performance. But it can not significantly predicate related performance. 3. Flexible human resources management of organizational identification has a significant impact.4. Organizational identification has a significant impact on job performance5. Organizational identification plays a mediating role between flexible human resources management and job performance.6. Histology variables vary widely in flexible human resources management practice.7. Parts of demography variables play a regulatory role between the flexible human resources management and job performance.The paper is divided into five chapters.Chapter1, introduction. It comes up with main problem of the paper. It expounds the background and both theoretical and practical significance of the research. It also introduces its research objects and research framework and points out the possible existence of innovations.Chapter2, literature review. It defines the concepts of flexible human resources management, job performance and organizational identification. It also reviews theoretical study and relations with each other, looks for research gap and provides theoretical basis for present model.Chapter3, research design. Based on the above review, this paper presents an initial model, and descrambles the choice of scales and the samples.Chapter4, empirical analysis. Firstly, this paper introduces the results, and the spreads quantitative analysis for questionnaire survey. Then we do factor analysis correlation analysis of and regression analysis by using SPSS.20, finally we get the verified influence model.Chapter5, conclusion and recommendations. We receive the final conclusion based on analysis of the above research, obtain the management suggestion and point out the study limitations, and raise prospect for the research in the future.