High Performance Work System And Organization Innovation

The21st century is an intense competition featured"ultra-competitive era", that companies only with constant innovation could obtain sustainable competitive advantage. The resource-based theory pointed that the organizations by using unique, valuable, rare, and cann’t be copied and irreplaceable resource could get competitive advantage distinguishing from their competitors (Barney,1991; Wernerfelt,1984). But the most important prerequisite of the theory is that unique, can not be copied and irreplaceable resources used in a complex and combination way can contribute to the objective results for the organization. Strategic human resource management theory asserted that human resources, in contrast to other resources of the organization, is perhaps the most resources of these characteristics(Wright, Dunford&Snell,2001). Huselid (1995) put forward one concept named "High Performance Work System" and defined it as "a high degree of consistency within the company, to ensure that the policies and activities of a series of human resources services to corporate strategic objectives that it can significantly improve organizational performance". However, Michie&Sheehan (1999) pointed out that the "black box" relationship exists between the high performance work systems and organizational performance. On the other hand, the positive correlation between organizational learning and innovation performance had been widely recognized in academia (Shane,2000; Blazevic&Lievens,2004).Then what is the relationship among high performance work systems, organizational learning and organizational innovation performance in the end? In addition, if there are other factors that affect the relationship in the path? This article assumes that organizational learning in two ways, exploratory learning and exploitory learning, plays an intermediary role between the HPWS and organizational innovation performance. In addition, the high-tech industry can impact heavily on organizational learning due to the industry characteristics and organizational structure characteristics. So, is there the moderating role between organizational learning and organizational innovation performance? Therefore, the main objective of this paper is to use enterprise data to research the action mechanism and role conditions between HPWS and organizational innovation performance in the view of organizational learning perspective.By surveying158sample enterprises in Jiangsu Province, we get the following conclusions:Exploration learning has a partial intermediary role between HPWS and innovation performance, and exploitation learning has a full intermediary role between HPWS and innovation performance. However, the high-tech industry, which features high-risk, high investment and high returns for the industry characteristics, features flat organizational structure and management of decentralized organizational characteristics, has a positive moderating role between exploration organization learning. Contrary to the general cognitive, the high-tech industry still has a positive moderating role between exploration organization learning.