The Effect Of Human Resource Management Practices On Job Performance

With the rapid development of science and technology and the gradual deepening of the knowledge economy, knowledge began to play a key role in the growth and development of enterprises, more and more companies face the knowledge-driven competition. And the carrier of knowledge is the corporate staff, which makes enterprise knowledge workers become the most important resource. Knowledge workers facing high intensity mental work, they are also in need of psychological well-being and satisfaction when they have physical demand. SWB is raised by positive psychology, foreign scholars have conducted a lot of research, but the well-being of employees in the country is still a new field, and the relatively research is relatively small, especially lack of empirical study of knowledge workers. This paper focuses on the mechanism of human resource management practices, subjective well-being of employees and job performance, inspection the intermediary role of staff SWB, and the survey is mainly about the knowledge-based employee.The object of the study is knowledge workers, exploring the relationship among human resource management practices, employee relations SWB and job performance using statistical analysis. Primarily using empirical methods in this study, selects the dimension and the appropriate measurement maturity scale of the variables in this study, with SPSS19.0and LISRE8.7for statistical analysis, and obtains the following conclusions:The data analysis showed that:in the knowledge-based employee, HRM practices have a significant positive effect on job performance; HRM practices have a significant positive effect on the employees’SWB and its former two dimensions (job satisfaction and positive emotions); employees’SWB and the former two dimensions (job satisfaction and positive emotions) have a significant positive effect on job performance; the another dimension of employees’SWB, that negative emotions, have a reverse impact on job performance; employees’ SWB and their former two dimensions (job satisfaction and positive emotions) plays partially mediates role between the relationship of HRM practices and job performance.The innovation of this study is reflected in:First, this study introduces employees SWB into the relationship research between HRM practices and job performance, and explores partially mediates of the employees’SWB in the relationship of HRM practices and job performance; Second, the research survey the knowledge workers of software category, making empirical research on knowledge workers’SWB. Based on the results of this paper, for the knowledge-intensive enterprises, HRM practices should not simply to improve employee’s job performance, but also take the employee’s subjective feelings into account. Reasonable to optimize HRM practices, emphasis on employees’SWB enhance, thus can let HRM practices play a more effective role.