The Impact Medianism Of High Performance Work System On Organizational Identification: Social Comparison Perspective

Organizational identification refers to the individual bases on membership in a particular organization to define themselves, and get perception of ownership and common destiny from the organization.This perception has gone beyond the contractual relationship, as key factors of organizational innovation and the development. Antecedents and outcomes of organizational identification are becoming the focus of theoretical debate and analysis. s organizations scale increasingly complex and borderless, employees organizational identification become a key factor of team cohesion and organizational performance. Existing research shows that employees' organizational identification can enhance job satisfaction and engagement, increase employee effective learning, collaboration, customer orientation and unorganized role behavior and so on, reduce employee turnover intention, ultimately bring high performance for the organization. Therefore, further to explore the formation mechanism of employee organizational identification has important theoretical contribution and practical enlightenment significance.High performance work system is a set of complementary synergy program aims to improve organizational performance. Existing research shows that the implementation of high performance work system has a significant influence on employee organizational identification, but its inner mechanism need further study. Firstly, the paper systematically neatens relevant theory and literature about organizational identification, analyze in depth the relationship between high performance work systems, procedural justice,leader-member exchange and organizational identification.And then build a mechanism model of high performance work systems influence organizational identification,and puts forward the relevant hypothesis. Secondly, we revised the questionnaire through the enterprise employee preliminary investigation,then we started a formal investigation, using SPSS, AMOS statistical software to Systematically analyze the questionnairedata, empirical support for assumptions of theoretical models in the paper; Finally, Based on the above findings, we put forward suggestions on how to improve organizational identification by high performance work systems. While guiding enterprises focus on justice feelings of employees, strengthen the construction of organizational justice program, and then build a efficient team of common destiny with the organization.In this paper, the following conclusions:(1)High performance work system has a significant positive effect on employees organizational identification, which means that the high-performance work systems can improve a sense of belonging and a member of employee.(2)Procedural justice play in a partial mediator role of high performancework systems have a positive effect on organizational identification, which means highperformance work systems not only have a direct impact on employee organizational identification, and more influence on organizational identification by procedural justice.(3)Leader-member exchange in a high performance work systems influence organizational identification plays an intermediary role of being regulatinged, that Leader-memberexchange not only positively regulates relations between procedural justice and organizational identification, but also mediating effect of procedural fairness will be regulated by leader–member exchange. This means that the leadership should provide more resources and support to employees, and build a high level of trust and interactive communication with them.(4)Leader-member exchange to some extent compensate for the lack of high-performance work systems. Namely, Leadership role can replace partialrole of high-performance work systems, and improve employee organizational identification, it is very important to our small and medium enterprises that has not been perfect system.