The Effect Of Supportive Human Resource Practice On WorkPerformance:The Mediating Role Of Work Engagament And The Moderating Role Of EmployeePower Distance Orientation

The arrival of the era of knowledge-based economy has made the role of human capital in organizations more prominent,and competition among enterprises has evolved into a competition for talents owned by companies.Chinese companies are also paying more and more attention to the use of various human resource management practices to improve their overall performance.However,the effectiveness of different human resources practices is not the same,only the real people feel supported,cared for,and valued human resources practices can play the best effect.Demonstrating care,fairness,and investing supportive human resource practices to employees can stimulate employees' gratitude and emotional commitment to the organization,increase work enthusiasm,and organize returns with better job performance.From the current academic research results of human resource management,scholars have always paid close attention to the antecedent motives that affect employee behavior and work attitude.Based on organizational support theory,reciprocal norms,and social exchange theory,caring for,supporting,and valuing employees and other human resources practices will help make employees work more actively and more productively,and actively create value for the company.In addition,some scholars believe that under different cultural backgrounds,people's values ??are different,similar to the distance-oriented power,it is likely to affect employees' attitudes and responses to human resource practices.Therefore,this study mainly discusses the relationship between supportive human resources practices,employee power distance orientation,job involvement,and job performance.There are 217 effective sample sizes in this study.The research objects mainly come from employees of enterprises in the Pearl River Delta region in China.SPSS 22.0 was used to perform exploratory factor analysis,correlation analysis,and regression equation analysis on these 217 samples.The following conclusions are drawn:(1)The supportive human resources practices implemented by the organization are positively affecting the degree of employees' work involvement;(2)The supportive human resources practices implemented by the organization are positively affecting the work performance of employees;(3)The vitality of employees' work involvement The three dimensions of dedication and focus play an intermediary role in the organization's implementation of supportive human resource practices that positively impact employee job performance;(4)The higher employee power distance orientation will reinforce the supportive human resource practices implemented by the organization.The positive impact on the two dimensions of vitality and concentration in work input is(5)the adjustment role of high employee power distance orientation in the influence of supportive human resource practice on the dimension of dedication in work engagement is not significant.