Effect Of Personalized HRM Practice On Employees’ Innovative Behavior

In the current fierce market environment competition,employee innovation is very important,it plays a vital role.Research on the innovative behavior of employees,and further in-depth research on the factors affecting them,can promote certain changes in the behavior of employees,for example,can enable employees to produce new ideas,but also enable employees to carry out new ideas,and then enhance their organizational innovation ability.in previous studies,most of the research and literature focused on the individual level,for example,to study how variables such as cognition and attitude can affect employees’ innovative behavior.However,variables related to organizational factors have also begun to emerge slowly in recent years.For example,in existing studies,external factors such as job complexity,work environment and so on have proved that they can significantly affect employees’ innovative behavior,especially the impact of the variable on employees’ innovative behavior caused by human resources management(hereinafter referred to as HRM)practice,which has also been paid attention to,and relevant studies have concluded that effective HRM practices can further promote employees’ innovative behavior for promoting employee performance.From this,this paper starts from the practice of individualized HRM,constructs a model of employee’s psychological privilege as adjusting variable and work autonomy as intermediary variable,and deeply discusses the influence mechanism of individualized HRM practice on employee’s innovative behavior.Based on the theory of social exchange,this paper studies enterprises with Chinese situational characteristics,examines the relationship between individualization HRM practice and employees’ innovative behavior,as well as the mediating role of job autonomy and the regulating role of psychological privilege.According to the research results,the individualized work design,individualized work arrangement and individualized training dimension can positively influence the innovation behavior of employees to some extent,and individualized work design,individualized work arrangement and individualized training can also positively affect the emergence of their innovative behavior through the work autonomy of employees to some extent;Psychological privilege positively regulates personalization HRM practice and the relationship between its dimensions and employees’ innovation behavior to some extent;Psychological privilege plays a positive role in regulating theindividualization HRM practice and its various dimensions and employee work autonomy.First,this paper takes the practice of individualization HRM as the antecedent variable,and makes a further study on its related research,which can optimize the practical research HRM individualization.Secondly,in the process of investigating the relationship between individualized HRM practice and employees’ innovative behavior,the psychological privilege variable is introduced as the adjustment variable to explore the internal influence mechanism in the whole influence relationship.this is very important for deepening the practice HRM personalization,at the same time,it can also provide corresponding help to some extent for the study of the internal mechanism of its function,and it can also provide a solid theoretical basis for the later study of the relationship between the practice of individualized HRM and the innovative behavior of employees.