Research On The Impact Of High Performance Work Systems On Employee Performance:Self-efficacy As A Mediator

Nowadays, the effective management of people can bring huge economic benefits to the enterprises. With the rapid development of science and the full update of technology system of enterprises, human resource is becoming increasingly prominent in enterprises’ production and management, and it has even become a kind of strategic resource related to core competitiveness of enterprises, so the relationship between human resource management and firm performance has attracted many scholars and entrepreneurs’ attention. In recent years, the research on human resource management has focused on the role HRM plays in the fulfillment of enterprise strategic target, and the relationship between human resource practices and firm performance has become a hot topic in the field of strategic human resource management. As a new direction in the study of strategic human resource management, research on high performance work systems has gradually become the mainstream of the field. However, the growth of firm performance is closely related with employee performance, so the improvement of individual employee performance has also become the focus of enterprises. Self efficacy is commonly defined as the belief in one’s capabilities to achieve a goal or an outcome. Employee’s self-efficacy and employee performance are linked to each other closely. Therefore, analysis and summary of the current researches on high performance work systems, self-efficacy and performance will contribute to the further study.Based on the previous literature, this paper proposes its research model and the relevant hypothesis, in order to explore the influence of high performance work systems on performance. In this paper, high performance work systems are divided into seven dimensions and employee performance are divided into three dimensions. Data is collected from all levels of employees in some enterprises by questionnaire. Afterwards, the paper uses SPSS 19.0 to test the reliability and validity of the questionnaire, and conduct descriptive statistics, correlation analysis and regression analysis.The main conclusions of this paper are listed as follows: high performance work systems are significantly positively correlated with both self-efficacy and employee performance. Self-efficacy is significantly positively correlated with employee performance. Still self-efficacy plays a partial mediation role in the relationship between HPWS and employee performance.