The Impact Of Perceived Supportive Human Resource Practice On Employees' Job Involvement

Last century, human resource theory had been bring in China, which has been concerned strongly, human resources management in the enterprise's position continues to increase. In order to enhance organizational performance, enterprises have adopted various human resource practices, but the effective is variable. The main reason is that human resource practices is important, but only the human resource practices which percerved by the employee really, will play an effect.According to social exchange theory and organizational support theory, make the employees a higher level of performance output, job involvement and organizational loyalty, organizations first need to measure the contribution of employees and concern for the welfare of employees. Supportive Human Resource Practices is a group of human resource practices, which has three dimensions of reward and punishment fairly, staff participation and growth space. It is precisely identify employee contributions to the organization, trust, employees and invest in employee human capital.In this paper, Job Involvement is the selected measure objection, through the 226 valid questionnaires, study the impact of Perceived Support Human Resource Practices on Job Involvement, and also study the vality of three psychological variables. The study shows that verificating a significant positive correlation between three dimensions of Supportive Human Resources Practice and Job Involvement, and they are working through the intermediary, that is psychological meaningfulness, psychological safety and psychological availability. The role of work have an impact on investment, and the intermediary role is entirely. In addition gender, education level, marital status, organizational trust and identity also have a significant impact on Job Involvement, as the previous results of the work.