Research On The Influence Of HRM System In High-tech Enterprises On Employee Innovative Behavior

Compared with traditional enterprises, high-tech enterprises are typical knowledge-, technology-and talent-intensive enterprises. They are playing increasingly important part in innovative activities and innovation has become their important means of achieving goals and competitive advantage. For enterprises, innovation, in the final analysis, should be internalized by their employees; Human Resource Management(HRM) is the important resource; and the innovative behavior is the main source of innovation performance. It is especially true for high-tech enterprises. Therefore, from the micro level of business management, it is very critical to explore the factors that promote employees' innovative behavior, and the mechanisms by which play a role for employee innovative behavior.In recent years, as research continues on Strategy Human Resource Management (SHRM), the impact of HRM on organizational innovation began to cause greater concern. However, influenced by the universalistic perspective of SHRM, some researchers mainly focus on the effect that each individual HRM practice has on organization innovation, and take HRM as a toolkit of organization innovation that can be simply combined on needs, ignoring the systematicness and internal consistency of HRM. Some researchers simply connect high-performance HRM system under the universalistic perspective with organization innovation, in order to verify the effectiveness to the innovation performance. However, those high performance HRM systems do not include the HRM activities that are conducive to stimulating employee creativity and innovative behavior. Those activities are usually carried out from the perspective of organizational behavior and psychology.The configuration perspective of SHRM deems that the effectiveness of the HRM system depends on two aspects:one is the internal consistency between each individual HRM practices of HRM system, the other is the match between contingency factors, such as HRM system and enterprise strategy, the external environment, industry characteristics, and so on. In view of this, this thesis takes high-tech enterprises as research object, starting from the configuration perspective of SHRM. It creatively puts forward the HRM system composition in high-tech enterprises and develops a corresponding scale according to the competition environment, job characteristics, and the uniqueness of human resources, based on the AMO theory and creativity theory. This thesis examines the internal consistency of HRM system, in order to make the HRM system in high-tech enterprises truly serve their innovation performance. In addition, the existing empirical research mainly focus on examining the effectiveness of the HRM system from the organizational perspective, taking the innovation performance as an outcome variable, less research are carried out from the perspective of employees' psychology and behavior, and much less on the action mechanism between the HRM system and the employee innovative behavior. Therefore, this thesis creatively introduces psychology empowerment into the relationship between HRM system and innovation behavior, exploring its mediating role in high-tech enterprises.In view of all the above, this thesis mainly includes the following two aspects:(1) to research on the contents and structure of HRM system in high-tech enterprises. Combining with the particularity of high-tech enterprises, this thesis constructs an innovation-oriented HRM system based on the related theories of AMO and creativity. This thesis also develops an HRM system measuring scale for high-tech enterprises, using the following methods such as literature study, interview, questionnaire investigation, exploratory factor analysis and confirmatory factor analysis, etc. In the meantime, this thesis tests the internal consistency of HRM system in high-tech enterprises. (2) To test the relationship between HRM system, psychology empowerment and employee innovative behavior. Using SPSS 19.0 and LISREL8.7 statistical software, this thesis firstly examines the main effect to the employee innovative behavior, independent variables examined includes training development, communication decision, compensation assessment, reward and promotion, and the high-tech enterprise HRM system as a whole; those effects are also compared one by one. Secondly, the mediating role between HRM system (the whole system and each dimension) and the employee innovative behavior in high-tech enterprises are examined, verifying the theoretical model and research hypotheses we put forward.Three conclusions are drawn through the above empirical analysis:(1) HRM system in high-tech enterprises is multi-dimensional, containing three kinds of employee HRM practices, promoting employee innovative ability, motivating innovative passion, and providing opportunities for innovations. And this innovation-oriented HRM system is consisted of four dimensions:training development, compensation assessment, reward and promotion, and communication decision; what's more, there is a certain degree of internal consistency between the three HRM practices above-mentioned. (2) HRM system in high-tech enterprises is significantly, positively related to employee innovative behavior, and HRM system in high-tech enterprises as a whole the most significant. Among the four dimensions, training development, reward and promotion, and communication decision are significantly related to the employee innovative behavior, especially the two factors:training development, and reward and promotion. (3) Psychology empowerment plays a complete mediating role between reward and promotion, communication decision and the employee innovative behavior, while a partial mediating role between training development, HRM system as a whole and the employee innovative behavior.The innovation of this thesis mainly embodied in the following two aspects:(1) Constructing the HRM system and developing the HRM system measuring scale for high-tech enterprises. This thesis constructs the HRM system in high-tech enterprises based on the related AMO and creative theories, after deeply analyzing the particularities of industrial environments, job tasks, and human resources, develops the HRM system measuring scale for high-tech enterprises by empirical methods. This research provides the reference standards and theoretical foundation for motivating the employee innovative behavior and carrying out HRM practices in high-tech enterprises.(2) Deepening the research on the action mechanism of HRM system to the employee innovative behavior in high-tech enterprises, taking psychology empowerment as mediating variable. Along with the lines of HRM system and individual creativity, this thesis explores HRM system in high-tech enterprises influence mechanism. In the creativity research field from environmental perspective, Amabile (1997) argues that work situation has important impacts on employees' creativity; the main action mechanism is the situation of individual task motivation, intrinsic motivation plays the mediating role between the work situation and the innovative behavior. This thesis deems that as the variable reflecting the intrinsic motivation, psychology empowerment is better able to forecast employee innovative ability, motivation, and opportunities, compared with other motive variables. Therefore, taking psychology empowerment as a mediating variable, this thesis explores the psychological mechanism impacting employee innovative behavior of HRM system in high-tech enterprises. Results reveal that psychology empowerment plays a mediating role between the HRM system and innovative behavior in high-tech enterprises.