A Study On The Effect Of High-performance Work System And New Generation Employee’s Work Well-Being

With the satisfaction of material life and the updating and iteration of workplace work,the new generation of employees pay more and more attention to the realization of workplace well-being.However,the differences between the new generation of employees and traditional employees in personality characteristics,job cognition,and other aspects have led to traditional human resource management practices not being able to achieve good results,which has brought certain challenges to the management of organizations.High performance work systems are a combination of human resource management practices that are interrelated and influenced by multiple tasks.They have a positive impact on organizations and employees from multiple dimensions,providing managers with new ideas for solving management challenges among employees across generations.Based on this,this study introduces challenging work stress as an intermediary variable between high performance work systems and work well-being of new generation employees,with a view to exploring the correlation between high performance work and work well-being of new generation employees,and introduces learning goal orientation,one of the individual characteristics of employees,as a moderator variable,Explore and analyze the correlation between employee subjective initiative and challenging work stress and the work well-being of new generation employees,and explore how it affects the work well-being of new generation employees.This research focuses on the research content related to high performance work systems,challenging work stress,new generation employees,work well-being,and learning goal orientation.Then,a questionnaire was designed and distributed in combination with relevant maturity scales.Through a survey of 375 new generation employees across the country,and using SPSS26.0 and AMOS24.0 software to analyze the collected data,the following conclusions were reached: High performance work systems have a positive impact on the positive emotions and job satisfaction of new generation employees,and have a negative impact on the negative emotions of new generation employees;High performance work systems have a positive promoting effect on challenging work stress;Challenging work stress can cause a increase on the positive emotions and job satisfaction of the new generation of employees,and relatively speaking,it can also cause a decrease in the negative emotions of the new generation of employees;Challenging work stress plays a partial mediating role between high performance work systems and new generation employees’ positive emotions,negative emotions,and job satisfaction;Learning goal orientation has a significant moderating effect between challenging work stress and the positive and negative emotions of the new generation of employees,as well as job satisfaction.The conclusions of this study can provide some insights in management practice: managers should pay attention to the implementation of high-performance work systems in organizations and appropriately increase the pressure of challenging work for employees;during practice,managers can use a combination of selection and training to improve the learning goal orientation of the new generation of employees and stimulate the motivation and enthusiasm of the new generation of employees when facing positive challenges;finally,managers need to pay attention to the individual characteristics of the new generation of employees,follow the good practices according to the characteristics of employees,and make use of their strengths and avoid their weaknesses.