A Research On Mechanism Of SHRMS Influencing Organizational Performance Based On Mediating Effect Of Psychological Capital

As we all know that the competition of the innovation among the enterprises isthe competition of the talent in the essence. In the future competition, it is mostimportant for the enterprise to have the relevant human resource. However, thefulfillments of the human resource action depend on their attitudes and wiliness, allwhich depend on the psychological capital. It is well known that the development andcultivating of the psychological capital need the support of the human resourcemanagement system. Based on above, the research aim to indentify the elements thesupporting human resource management system, the psychological capital and theorganizational performance; to conceive the structural model of the mutual actionbetween the supporting human resource management system and the organizationalperformance based on the mediating effects of the psychological capital; to design thestructural questionnaire; to modify the structural equation model; to analyze themutual action mechanism; and to design the supporting human resource managementsystem with the cultivating of the psychological capital.The research can mainly be attributed to eight chapters. Chapter1firstlyintroduced the research background, purpose and significance to find the real foothold.Secondly it reviewed the relevant research literatures to find the theoretical base.Thirdly, it illustrated the research target, contents, methods, framework and technicalroute. Chapter2firstly reviewed the related literatures of the supporting humanresource management system, the psychological capital and the organizationalperformance. Then it defined the related concepts and their difference. Chapter3putforth the relationship hypothesizes according to the related literatures,which includethe relationships between the supporting human resource management system and thepsychological capital, the psychological capital and the organizationalperformance,and the supporting human resource management system and theorganizational performance based on the mediating effect of the psychological capital.Chapter4mainly determined the relevant variables, designed the question items, andformed the questionnaire according to the relevant researches of the supportinghuman resource management system, the psychological capital and the organizationalperformance. Chapter5focused on the statistical analysis on the result of the questionnaire investigation to judge whether the variables meet the requirements ornot, and found the performance of the different demographic variables in thesupporting human resource management system, the psychological capital and theorganizational performance. Chapter6corrected the structural equation model,verified the research hypothesis, and made the conclusions of the research by theconfirmatory factor analysis and the judgment standard of the structural equationmodel fitness. Chapter7proposed the structural design and the specific tactics of thesupporting human resource management system to improve the psychological capitaland the organizational performance. Chapter8mainly concluded the research andsummarized the innovation, at the same time, pointed out the limitations of theresearch and the put forth the future research suggestions.The study made the follow conclusions through the theoretical and empiricalresearch on the influence of the supporting human resource management system tothe organizational performance from the perspective of the mediating effect of thepsychological capital. Conclusion1: The supporting human resource managementsystem is positively correlated with the employee psychological capital such as therecruitment and selection, the performance appraisal, the training and development,the career development and the compensation management. Conclusion2: Thesupporting human resource management system is positively correlated with theorganizational performance such as the recruitment and selection, the performanceappraisal, the training and development, the career development and thecompensation management. Conclusion3: The psychological capital is positivelycorrelated with the organizational performance such as the self-confidence, theoptimism, the hope, the resilience, the responsibility and the pursuit significantly.Conclusion4: The different variables of the supporting human resource managementsystem is positively correlated with the organizational performance based on themediating effects of the psychological capital such as the recruitment and selection,the performance appraisal, the training and development, the career development andthe compensation management. Conclusion5: The supporting human resourcemanagement system are positively correlated with the organizational performancebased on the mediating effect of the Modern psychological capital such as therecruitment and selection, the performance appraisal, the training and development,the career development and the compensation management. Conclusion6: The supporting human resource management system are positively correlated with theTraditional psychological capital based on the mediating effect of the Modernpsychological capital such as the recruitment and selection, the performance appraisal,the training and development, the career development and the compensationmanagement. Conclusion7: The supporting human resource management system arepositively correlated with the individual performance based on the mediating effect ofthe Modern psychological capital such as the recruitment and selection, theperformance appraisal, the training and development, the career development and thecompensation management. Conclusion8: The recruitment and selection, theperformance appraisal, the training and development and the career development ispositively correlated with the internal organization performance based on themediating effect of the individual performance. Conclusion9: The recruitment andselection, the performance appraisal, the training and development and the careerdevelopment is positively correlated with the internal organization performance basedon the mediating effect of the external organization performance. The compensationmanagement is positively correlated with the external organization performancebased on the mediating effect of the internal organization performance.The innovation of the research mainly includes the following aspects. Firstly, thedissertation put forward the structural relationship model between the supportinghuman resource management system and the organizational performance based on themediating effect of the psychological capital. Secondly, the dissertation designed thescale and questionnaire between the supporting human resource management systemand the organizational performance based on the mediating effect of thepsychological capital, which includes10variable and84indicators. Thirdly, thedissertation put for the mutual mechanism based on the structural equation modelbetween the supporting human resource management system and the organizationalperformance based on the mediating effect of the psychological capital. Finally, thedissertation proposed the structural design and the management tactics of thesupporting human resource management system to improve the organizationalperformance and the psychological capital.In simple, the research on the mechanism between the supporting humanresource management system and he organizational performance based on themediating effect of psychological capital will enrich the theory of the human resource management, the psychological capital development, and the organizationalperformance management. It will provide the theoretical basis for the organizationalmanagement and the human resource management so as to enhance the level of thepsychological capital and the organizational performance. Thereby it will enhance thedynamic competitive advantage and sustainable development ability of theenterprises.