Research On The Influence Mechanism Of Organization Human Resource Management Practice On Employee Cooperation In Service Industry

Organizations need to rely on employee cooperation to deal with non-routine work.Employee cooperation is critical to the operation and success of the enterprise,especially in service industry.Nowadays,scholars have generally recognized the importance of cooperation among employees.However,as a concrete means of human resource management,the effect of human resource management practice on cooperation among employees is rarely known.According to the behavior perspective of human resource management practice,human resources management practice system will cause a series of attitude and behavior response.It is a major problem that human resource management needs to be solved by identifying,structuring and systematizing the practices,and rationally use the enterprise resources to obtain attitudes,skills and knowledge required by cooperation.Some scholars have proposed the key to solve the obstacles of cooperation and to achieve organizational goals is to develop the best practices to promote collaboration and to encourage employees focus on the overall interests of the company.At present,some studies have discussed the effects on cooperation from the perspective of single human resource practice.Therefore,it is necessary to discuss employee cooperation in the organization from the perspective of the human resource management practice system.In the theoretical model section,in order to promote cooperation among employees,based on the combination of resource management model,engagement theory and employee-organization relationship theory,this paper takes service industry as research background,explores the impact of human resource management practices on employee cooperation and its mediation and moderation mechanism,even develop and test two moderated mediation model of human resource management practices that are linked to employee cooperation.This study first examines the positive impact of human resource management practice system on employee cooperation.Secondly,it introduces and explores the mediating effect of collective engagement in the relationship between human resource management practice and employee cooperation.Thirdly,by examining the role of performance goal orientation in the relationship between human resource management practices and collective engagement,and the role of customer orientation in the relationship between collective engagement and employee cooperation,this study attempts to explain the boundary condition of the effect of human resources practice on collective engagement and collective engagement on employee cooperation.In the data analysis and testing section,using the effective questionnaires of 170 retail stores from a company which headquarter located in Nanjing as research data,this study uses LISREL,SPSS and MPLUS software to conduct correlation analysis,regression analysis and structural equation model analysis.Most of the assumptions proposed in this study have been validated and the main findings and conclusions are as follows:First,in service industry,human resource management practice has a positive impact on the employees’ cooperation and collective engagement and collective engagement has a positive effect on employee cooperation.Secondly,collective engagement mediates the relationship between human resource management practice and employee cooperation.Thirdly,performance goal orientation negatively moderates the relationship between human resource management practice and collective engagement.Customer orientation positively moderates the relationship between collective engagement and employee cooperation.Finally,the study found that performance goal orientation and customer orientation moderate the mediation effect of collective engagement in the relationship between human resource management practices and employee cooperation,which means the moderated mediation effect is existed.