The Mechanism Of HPWS Affects Non-family Employees' Organizational Identification In Family Businesses

Because of the development of family businesses need the proactive contribution of non-family employees, and fostering employees's organizational identification is a excellent way to achieve this goal by previous studies.Therefore, how family businesses effectively enhance non-family employees's organizational identification become an important issue.To the question, this study base the theory of high performance work systems, using job embeddedness and relative standing as the intermediates,and through case study,questionnaire and other research methods,making use of SPAA,AMOS and other statistical software to analyze the data colleted by questionnaire,discussed the impact of high performance work system on organizational identification of non-family employee in detail.This study had three major conclusions:firstly, there is significant caulsality between strategic fit, comprehensive training, competitive salary, participation and organizational identification. Secondly, job embeddedness and relative standing increase the organizational identification of non-family workers. Thirdly, comprehensive training and participation impact on organizational identification of non-family workers through job embeddedness and relative standing as intermediates.This study has certain theoretical and pratical significance. In theory, firstly, it integrates social exchange and social identify theory together to explain the the generation mechanism of organizational identification. Secondly, the measurement of strategic fit of high performance work system is discussed. Thirdly, it is the first time that relative standing theory is introduced into family businesses study.In practice; this study provides some guidance for family businesses on how to improve organizational identification of non-family employees.