Human Resource Management Practices On Emotional Response Under The Multi Employment Situation

Under the impact of globalization and the accelerated economic restructuring background,labor relations worldwide has undergone tremendous change,Chinese enterprises using multiple employment to adapt to rapidly changing market,companies hire from the traditional single mode of employment gradually transformed into fixed diversified,flexible employment practices,reduce the cost of employing companies but also improve the flexibility of the organization to respond to market changes.However,it also brings all kinds of labor conflicts and management difficulties,the urgent need for Chinese enterprises balancing various employment relationships under the legitimacy and effectiveness of the implementation of employee and employer to promote mutually beneficial cooperation in human resources strategy.This study provides the exploratory perspective to charify the relationship between human resource management practices and employee emotional reactions(emotional commitment,psychological well-being,organizational justice)by taking multiple forms of employment as an important moderating variable to affect the relationship between human resource management practices and employee emotional reactions.Not only we can supplement and complete the theory of the function mechanism between human resource management practices and employee emotional reactions,but also we can provide some suggestion to promote the practice of human resource management.This study found:(1)The human resource management practices,emotional commitment,psychological well-being,organizational justice are significant differences under different forms of employment.(2)Human resource management practices(training,performance appraisal,payment management and employee involvement)and emotionalcommitmenthavea significant positive correlation.(3)Human resource management practice and psychological well-being havea significant positive correlation.(4)Human resource management practices(training,performance appraisal,payment management and employee involvement)and organizational commitment havea significant positive correlation.(5)Multiple forms of employment have a moderate role between human resource management practices and employee emotional reactions(emotional commitment,psychological well-being,organizational justice).In this study,how to improve organizational forms of employment quality,effective development perspective of human resource management practices system proposals,organize employees for hiring and typical atypical employment,develop different human resource management practices and the creation of trust and fairness company culture.