Research On The Relationship Between Human Resource Management Practices,Organizational Commitment And Employee's Innovative Behavior

As an internal resource with high value,human capital is difficult to copy by others.if the organization wants to achieve high performance levels and consolidate position,increasing human capital investment is a very important prerequisite.The current researches on human resource management practices(HRMP)pay more attention to the relationship between inquiry and organizational performance.The related results also prove that HRMP can improve the performance level of organization effectively.However,some scholars note that HRMP rarely affect the level of organizational performance directly,but through the employee behavior as an intermediary variable to carry out indirectly.Some scholars have proven that organizational commitment(OC)will promote the level of organizational and individual performance when the organization is in a complex and volatile operational context.The initiative of the innovative behavior can promote organizational to adapt to the vagaries of the environment,and now with the vigorous development of knowledge economy,we still face the problems like far more than the average of the brain drain,extremely inadequate employee's innovation initiative and so on.As the OC can accurately speculate on employee turnover,the research and discussion on OC is increasing.Therefore,the focus of this study is to investigate the influence mechanism of HRMP on employee's innovative behavior(EIB).Taking the implementation of HRMP as independent variable,the improvement of EIB as dependent variable and OC as a mediator between the two variables to do some related study.To ensure accurate results,this study adopts the hierarchical analysis model.Firstly,based on the existing research and theory,according to the research purpose we choose the three dimensions of HRMP(prudent recruitment,effective training and competence salary),the two dimensions of OC(emotional commitment and continuance commitment)and the two dimensions of EiB(the generation of innovative ideas and the performance of innovative ideas)as the research variables,discuss the relationship between the variables and construct the theory model of how HRMP influence EIB.Secondly,the subject of the study sample is the knowledge employees of the equipment manufacturing enterprises in Jiangsu,Zhejiang and Shanghai regions.The cross-level analysis software is used to analyze the relevant data,verify the correlation degree between all the variables and the hierarchical intermediary role of OC.The conclusion proves that the HRMP in which the prudent recruitment,effective training and competency salary are positively effect on EIB and its two dimensions(the creation and implementation of innovative ideas),OC and its two dimensions(affective commitment and continuance commitment)play a partial intermediary role in the process.Finally,according to the results of the study,put forward some specific management measures which are in line with HRMP implemented by the enterprise,and give feasible suggestions for the improvement of the effective degree of HRMP and organizational performance.