| Since the 1980 s,strategic human resource management(SHRM)research has shown a vigorous development.A large number of studies have shown that SHRM can help improve organizational performance,but the role of "black box" remains to be explored.The impact of SHRM on employee performance is a key chain in the black box,which leads to a large number of employee-centered strategic human resource management research.Because the organization and the employee are in the typical interdependent reciprocal exchange relation,the social exchange theory is used to explain the relationship between SHRM and employee performance,and most studies used perceived organizational support as a mediator variable.Perceived organizational support,however,is the unilateral employee perception of organization,and can not fully describe the interaction between employees and organizations.Based on social exchange theory,psychological contract can make up for this shortcoming.As an important conception of exchange relationship between employees and organizations,psychological contracts are employees' beliefs regarding the terms and conditions of a reciprocal exchange agreement between them and their employers.Psychological contract fulfillment is the actual implementation of the exchange relationship between employee and organization,and is usually divided into three types: relational psychological contract fulfillment,transactional psychological contract fulfillment,balanced psychological contract fulfillment.In addition,the social exchange process of SHRM,psychological contract fulfillment and employee performance will be affected by situational factors.Among these situational factors,the role of supervisor-subordinate Guanxi(SSG)and traditionality are more prominent.Unfortunately,there are still some limitations in previous studies.Some studies were concerned about the fragmented human resources practice,which could not effectively represent the role of SHRM;some studies did not distinguish employee performance dimensions,ignoring the differences of in-role performance and organizational citizenship behavior;some studies used a single level of data analysis methods,multi-level research to be strengthened;part of the studys did not distinguish the types of psychological contract fulfillment;most of the studys took the traditionality as an individual level variables,the study of traditionality role as the organizational level is insufficient.In view of these,this study built a research framework based on social exchange theory.This study proposed a cross-level transfer mechanism between organizational level SHRM,psychological contract fulfillment and employee performance,and examined two context factors: SSG and traditionality.SHRM & traditionality are the organizational level variables.Employee performance includes two dimensions: in-role performance and organizational citizenship behavior.Psychological contract fulfillment is divided into three forms: relational psychological contract fulfillment,balanced psychological contract fulfillment and transactional psychological contract fulfillment.The purposes of the study are to find out the influence mechanism of SHRM on employee performance,and to identify the influence of situational factors.The research results will not only help to improve the relevant research in the field of SHRM and psychological contract,expand the research ideas,enrich the research results,but also help to provide some inspiration for human resource management,the employment relationship management and the corporate culture management.This study adopts the research method of theoretical analysis and empirical analysis,and the research process are as follows.First of all,this study examined the limitations of previous studies by reviewing the existing literatures.Secondly,the initial research framework was proposed,and the model was further revised by deep interviews with 14 employees.Then,the study expounded the main contents of social exchange theory and its explanatory logic to the study,and put forward the research model and hypothesis.Finally,empirical research was carried out,including empirical research design,data investigation,data analysis,and results discussion.With a sample of 51 enterprises and 1015 employees,results from cross-level analyses indicated that:(1)SHRM had a significant positive impact on employees' in-role performance and organizational citizenship behavior.(2)SHRM enhanced employees performance through the improvement of relational psychological contract fulfillment and balanced psychological contract fulfillment,at the same time,SHRM could improve the employees performance by reducing transactional psychological contract fulfillment.(3)The higher the quality of SSG,the better the fulfillment of balanced psychological contract and relational psychological contract,and the lower the transactional psychological contract fulfillment.SSG and SHRM had the interaction effect on psychological contract fulfillment.(4)Balanced psychological contract fulfillment and relational psychological contract fulfillment had a significant positive impact on employees performance,and the relationship with employee's organizational citizenship behavior was stronger for the balanced psychological contract fulfillment,while transactional psychological contract fulfillment had a significant negative impact on employees performance.(5)The impact of traditionality on in-role performance and organizational citizenship behavior was not significant,but the moderated effect of traditionality between psychological contracts fulfillment and employees performance were partially supported.The theoretical contributions of this study are as follows: it confirms the cross-level impact of SHRM on employee performance,expands the mechanism of social exchange theory on the relationship between SHRM and employee performance,reveals the interaction of SHRM and SSG,explores cross-level moderated effect of traditionality on the relationship between psychological contract fulfillment and employee performance.At the same time,this study puts forward management suggestions in four aspects: human resource management,psychological contract management,SSG management and enterprise culture management.However,this study still shows some limitations in the study design,sample selection,questionnaire release and theoretical construction.Finally,this study raises the subject that needs to be further explored in the future,for example,the configurational study of SHRM,the negative impact of SHRM on employee,the relative SSG,the internal structure of psychological contract. |
PDF Full Text Request