An Empirical Study On The Impact Of High-commitment Human Resource Policy Perception On Employee Job Performance

With the continuous transformation and upgrading of China's economy and the continuous change of the economic environment,enterprises have higher and higher requirements for employees.Employees are required to give full play to their greatest advantages in their jobs,so as to not only speed up the work process,but also improve the quality of work results.Therefore,enterprises need to do a good job in order to improve employee performance,so it is necessary to further study the relationship between human resource management and employee performance,summarize what types of management policies can improve work performance accordingly,and build a good human resource management policy system through mastering the law,which has a positive effect on the development of enterprises.This paper reviews a large number of high commitment human resource policy perception and employee performance related information,on this basis to summarize,using the international mainstream measurement methods to organize and arrange various surveys.The main object of this paper is a joint-stock bank in Shanghai.Through the characteristics of the questionnaire design,and then in the survey stage,a total of 342 questionnaires were issued,323 were recovered,of which 300 were valid questionnaires,the efficiency of the questionnaire was 92.9%,which can meet the requirements.Then through the collection and collation of the collected reliable data samples,using reasonable statistical software to analyze the reliability and validity of the questionnaire data,and make a deep-level exploration of the relevance of its existence.On this basis,further explore the impact on the modeling between manager trust and employee self-efficacy,and finally draw the following conclusions:(1)high commitment human resources Policy perception is positively correlated with employee's job performance;(2)high commitment human resource policy perception is positively correlated with self-efficacy;(3)self-efficacy is positively correlated with employee's job performance;(4)high commitment human resource policy perception influences employee's job performance through some intermediary role of self-efficacy;(5)trust of managers regulates high commitment human resource policy perception and self The positive relationship between self-efficacy and employee performance;(6)the indirect effect of perceived self-efficacy on employee performance is mediated by the trust of managers.This paper takes the perception of high commitment human resource policy and the work performance of employees as the specific research object,and uses a variety of analysis methods to carry out research on the research object.Through combing and integrating,the following innovations are found:(1)in this paper,the research on human resource management in the banking industry uses high commitment for the first time and establishes a research relationship with the work performance of employees.(2)This paper takes the data sample of a joint-stock bank to explore the relationship between high commitment human resource policy perception and employee performance.(3)In order to explore the relationship between the perception of high commitment human resource policy and self-efficacy,this paper studies the regulatory parameter of management trust.(4)In this study,the research variables are comprehensively analyzed in combination with various forms of theory and practice,and the inference in the early stage is effectively verified through practical investigation.Through the combination of these two methods,a comprehensive study is formed,which increases the reliability and authenticity of the research results.This paper analyzes the relationship between high commitment human resource policy perception and employee performance through various research methods,puts forward relevant hypotheses,and then demonstrates them,and deeply analyzes the relationship between variables and the internal mechanism of action,making the research between human resource management policy perception and employee performance through self-efficacy and management The addition of the manager's trust has further expanded and has certain research significance.At the same time,based on the original effective theories such as social cognition theory,expectation theory and social exchange theory,this paper studies the improvement of employee's work performance,summarizes the mechanism of action,and provides theoretical guidance and direction guidance for enterprises in the work of high commitment human resource policy.Through the conclusion of the research,many banks or other institutions and organizations can effectively formulate high commitment human resource policies to improve the work enthusiasm of employees,create a good corporate culture environment internally,make employees feel at ease and trust them,so as to improve the work performance of employees and maximize the benefits of enterprises Good development.