A Study On The Relationship Of Strategic Human Resource Management, Employees’ Psychological Contract And Working Performance

As the era of globle economic integration’s coming,human capital has been becoming animportant source of entreprises’ core competitiveness.And faced with the unpredictableenvironment,working performance is the key to measure whether human capital coulddevelop lastingly and reflect competitiveness value.Being a kind of strategic resource in anentreprise, human capital has its capacity to entitle an entreprise to grasp the strategicopportunity to create value. Essencially,Strategic Human Resource Management is to achievethe its purpose of getting core competitive advantage by the human resource managementpractice. So far,some literature research have proved that an entreprise’s human resourcepractice is the key element that might influence employees’ working performance.But thishasn’t solved the problem of related mechanism yet, which is reflected by the lack of theresearch on the intermediary variable. Therefore， there is little study on the direct/indirectrelationship between SHRM and woking performance. When the loss of talents has beennormal in an entreprise under the knowledge economy, how to keep the talents and how tomake a correct judgement on employees’ mentality are two big challenges that the enterpriseshave to face with，which makes the researches on the employees’ psychological contract drawmore attention nowadays.As the best combining site between an enterprise and its employees,the application of psychological contract provides not only a way for the form of emotionalappeal between an enterprise and its employees, but also some theoretical basis for the studyon the relationship between the organization management behavior and employees’ workingefficiency.Based on the literature review about psychological contract、 strategic human resourcemanagement and employees’ working performance, this paper mainly discusses therelationship between strategic human resource planning、 strategic human resourceconfiguration、 strategic staff training&team manament、 strategic performance&salarymanagement and working performance by the method called “empirical research”. In order tovalidate theoretical hypothesis，this paper uses SPSS and Amos to make an analysis on208employees’ data,build a structure equation model about the relationship between SHRM、employees’ psychological contract and working performance,and make out a hypothesis testby the path relationship between the model elements.The conclusions show that:(1) Strategichuman resource management has a significantly positive impact on employees’ working performance;(2) Strategic human resource management has a significantly positive impact onemployees’ psychological contract;(3) Psychological contract has a significantly positiveimpact on their working performance;(4) Psychological contract is the intermediate variablein the path of strategic human resource management on working performance.The results ofanalysis also proved:○1Psychological contract is the complete intermediate variable in thepath of strategic human resource planning on working performance;○2Psychologicalcontract is the partial intermediate variable in the path of strategic human resourceconfiguration on working performance;○3Psychological contract is the partial intermediatevariable in the path of strategic staff training and team manament on working performance;○4Psychological contract is the partial intermediate variable in the path of strategicperformance and salary management on working performance.