Research On The Perceived High Performance Work System Of College Teachers And Its Effects On Outcomes

As an important part of the research field of strategic human resource management,high-performance work systems are receiving more and more attention from organizations and researchers.College teachers are the communicators and innovators of knowledge and culture,and play a pivotal role in social progress.The high-performance work system of colleges and universities plays an important role in whether teachers themselves can fully participate in their own work and obtain job satisfaction and sense of accomplishment.Therefore,this paper takes colleges and universities as the research background,discusses the perceptions of college teachers on high-performance work systems and their impact on the integration of individuals and the environment,and helps to explore the advantages and disadvantages of current human resources management mechanisms in colleges and universities,in order to further improve colleges and universities.The human resource management system provides a theoretical and practical basis for improving the organizational identity of college teachers and promoting the self-realization of college teachers.In order to enrich and consolidate the research of high-performance work system in college environment,this paper constructs a research model of high-performance work system perception and its influence by high-performance work system literature review and theoretical review,and mainly discusses the following four Aspects:1)Structure extraction and verification of high-performance work system in colleges and universities;2)Analysis of the high-performance work system perception status of college teachers;3)Testing the high-performance work system perception of college teachers for their work prosperity and work involvement Impact;4)Explore the mechanism between high-performance work systems and their impact outcomes from a personal-environmental matching perspective.In this paper,based on 350 valid questionnaires collected from several universities in China,using SPSS and AMOS statistical analysis software for empirical analysis,the following conclusions are drawn:1)The high-performance work system of colleges and universities is a 6-factor structure:including compensation and performance.Communication and feedback,comprehensive training,strict selection and configuration,career management and employment security.2)Career management and employment security of high-performance work systems have a significant positive impact on the learning dimension of work prosperity;communication feedback,career management and employment security have a significant positive impact on the vitality dimension of work prosperity;compensation and performance,Career management and employment security have a significant positive impact on job involvement.3)Personal-organizational matching creates a significant intermediary effect between high-performance work systems and job prosperity(vitality and learning),high-performance work systems,and work involvement.Finally,this paper discusses the results of empirical research and proposes management recommendations for compensation and performance,communication and feedback,training,selection and configuration,career management,employment security,and personal-environment matching.How to improve the level of high-performance work systems provides a reference.