Research On The Relationship Between High Performance Work System,Organizational Identity And Organizational Citizenship Behavior

With the development of global economic integration,the degree of market liberalization continues to expand,enterprises are facing internal and external competitive pressures are also increasing.In order to cope with the fierce internal and external competitive pressures,enterprises must develop internal core competencies and establish a community of fate with employees to enhance the sustainable competitive advantage,and the most significant manifestation of the fate of the community is that employees have a large number of organizational citizenship behavior.Most of the research on organizational citizenship behavior is to improve the attitude of employees such as: emotional commitment,organizational identity,etc.,the research between high performance work system and organizational citizenship behavior is little,and the research area of high performance work system is precisely how to improve the staff's attitude and behavior to enhance organizational performance and competitive advantage.Therefore,it is necessary to explore the relationship between high-performance work system and organizational citizenship behavior,and to explore the role of organizational identity in the meantime.This paper is based on the theory of social identity,psychological contract theory and social exchange theory,and analyzes and summarizes the research literature on high performance work system,organizational identity and organizational citizenship at home and abroad,and establishes the conceptual model of this paper and puts forward the hypothesis.In this paper,the organization of citizens as a dependent variable,high-performance work system as an independent variables,organizational identity as an intermediary variable.Firstly,this paper explores the relationship between the three variables.Secondly,this paper carries on the correlation analysis between the specific five best practices in the high performance work system: the selection,the extensive training,the internal flow,the result-oriented assessment and the incentive salary and the organization identity,the organization citizen behavior,then we need to perform hierarchical regression analysis.Finally,this paper tests whether the organization recognizes has the mediating effect between the five best practices of high performance work systems and organizational citizenship behavior.In this study,through empirical research,it is concluded that the high performance work system has a significant positive correlation with the employee's organizational identity and organizational citizenship behavior,Organizational identity Significantly predicts organizational citizenship behavior,there is no significant correlation between the extensive training of employees and the promotion of employee organizational identity,Organizational identity plays a part in the role of selection,internal flow,results-oriented assessment and incentive pay for the impact of organizational citizenship behavior.The extensive and systematic training of employees can enhance the organizational citizenship behavior of employees,but there is no direct effect on the improvement of employee organization's identity.Finally,according to the results of empirical research from the strengthening of human resources management aspects of learning and upgrading,to develop a scientific training system,to build a harmonious working environment in three areas to improve the work attitude of employees to improve employee organization citizenship substantive recommendations.