A Research On The Relationships Among Strategic Human Resource Management, Employee Trust And Knowledge Sharing

Knowledge is the source of competitive advantage. The management has enteredthe stage of knowledge management, and is the core topic of enterprise management.Only those, who can sustainabley create and spread new within the whole organization,quickly develop new technology and product, can gain success. So the flow and sharingof knowledge between department and workers is the key of of ganing competitiveknowledge, and its importance has been widely accepted.But because of knowledgesharing is a voluntary behavior to strength the other’s ability, it needs high trust forothers.Besides trust, some research indicate human resource management has positiveeffect on employee’s knowledge sharing behavior, but the influence proces is not still infocus. Although prior study show that trust and human resource management hasremarkable effect on employee’s knowledge behavior, but there is lack of integrativestudy of complexe relationship among their, it is the background of this research.The research of strategic human resource management originae in the1980s, andgradually forming a theory on behalf of high-performance works systems, its focus isfirm should choose which hr practice and bundle to gain competitive advantage incertain strategic situations, and this research is call “content” strategic human resourcemanagement paradigm and a lot of findings are achieved. Later, Bowen&Ostroff(2004)addressed if the employee’s percepton of hr practice, police, progress and routine issimilar, there will be a strong strategic human resource management climate, employe’spsychology and behavior will be more unanimous, the impact of strategic humanresource management on organizational performance will be higher. So they deemedthat firm strategic human resource management system should havedistinctive,consensus and consistent characteristic, this research is called processstrategic human resource management paradigm. But for a long time,academy paid a greater attention on content paradigm, and neglected process paradigm. Therefore, inorder to better understand the complex interaction mechanism, the paper explores therelationships among strategic human resource management, employee trust andknowledge sharing integrating content and process paradigm, and it can enrich thetheoretical support for the impact of strategic human resource management onorganizational performance.From the perspective of content and process, the theoretical and empirical study ofthe relationships among strategic human resouce management practice, process,employee trust and knowledge sharing based on social exchange and attribtuion theroryis the main work of this paper. Dissertation ideas are as follows: First, based on thereview of large scale literature, this paper sumed up of the concept and relative theory ofstrategic human resource management content and process, trust and knowledgesharing.Then from the perpective of employee perception with the use of socialexchange and attritution theory, within the Chinese culture context, this paper addressesthe hypothesis and theory framework. Chapter1described the selected topic andresearch design, included the background of topic, research implication, resexrchcontent and techniques. Chapter2gave a review of concept and research of strategichuman management content, process，trust and knowledge sharing, it provided aconceptive base of model building. Chapter3introduced the social exchange andattribution theory, it provided a theoretical base of the hypothesis. Chapter4gave alogical deduction of the relationships among strategic human resource managementcontent and process, trust and knowledge sharing based on social exchange andattribution theory, and bulit the theoretical model.Second, Chapter5gave a introductionof the process of hypothesis tested, mainly included research sample, variable measure,validity and reliability test, common bias test, data aggregation test and data analysis.Third, chapter6discussed the mainly conclusion，theoretical and practical implications,research innovations and shortage, and then gave a outlook of future research direction.The conclusions are as follows:（1）the questionnaire can also apply within theChinese context;（2）strategic human resource management practice is antecedentvariable of employee trust, it can improve the level of employee trust;（3）trust in apartial mediation between strategic human resource management practice andknowledge sharing, strategic human resource management can influence knowledge sharing behavior throuth improving employee trust;（4）climate is a cross-levelmoderation variable among strategic human resource management practice, employeetrust and knowledge sharing. These results indicate that if the interpretion of thestrategic human resource management practices is similary, and can recognize thatstrategic human resouce management practice communicates the message ofempowrment and trust, there will be higher standard social capital that can stimulate thebehavior of knowledge sharing.Based on the conclusions, some suggestions are asfollows:（1）enterprise should positively apply strategic human resource managementpractices, such as employment security, selective hiring, salary based on results,extensive training, employee participation and inner promotion.（2） Enterprise shouldbuild mutual investment employee-organization relationships, it can improve the levelof employee trust and knowledge（.3）Firm should attach importance to the managementof strategic human resouce management practices horizontal fit, and it is the source ofthe competitive advantage.（4）Firm should strength the consensus on the strategichuman resource management among line manager, hr manager and employee, itindicates that it is the implementation, not planned, strategic human resourcemanagement can gain competitive advantage. Probably innovations are as follows:（1）The research can contribute to futher open the black box between strategic humanresource management and organizational performance with the combination of contentand process strategic human resource management influence on employee psychologyand behavior.（2）It extends the research level with the combination of individul andorganzational strategic human resource management influence on employee psychologyand behavior, is a method innovation. On the basis of the above study, the deficiency ofthe research is addressed, and a outlook of the research is forecasted.