Research On The Relationship Between High Performance Work Systems And Firm Performance In Different Kinds Of Employee-organization Relationship

With the step of new economic times coming, the importance of human resource management has been on agreement between scholars. Because one of the HRM practices,which did not fit the requests:the most valuable、scarcities、cannot been imitated and substituted, has always been easily learned by competitors. Hence, HPWS, which needs a long time to shape, can play an important role to achieve company’s strategic goals and improve the firm performance.High performance work system (HPWS) is one of the most important concepts in the field of strategic human resource management. What is the mechanism of HPWS and how it influences company performance has become the research hotspot in practice and academy. Recently, there have always been appeals to scholars for more academic researchers at the interaction between HPWS and firm performances. But until now few empirical researches have conducted.This study provides the exploratory perspective to clarify the relationship between HPWS and firm performance by taking employee-organization relationship as an important moderating variable to affect the relationships between HPWS and firm performance. Not only we can supplement and complete the theory of the function mechanism between HPWS and firm performance,but also we can provide suggestion to promote the practice of human resource management.This paper is divided into three parts. In the first part, review the theories of HPWS and firm performance, construct the models and hypothesis, write questionnaire and explore the HPWS multi-dimensional structure. The second part, do the correlation and regression analysis, analyze the relationship between HPWS and firm performance in different dimensions, and verify the regulating role of employee-organization relationship in this relation. In the third part, provide the proposals to promote the practice of human resource management.The main conclusions of this paper are:Firstly, by using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA), a five-factor model of HPWS is conducted. The five factors are information sharing and communicating interaction、result-oriented appraisal、comprehensive training、employers’growth and participation in policy-making; Secondly, HPWS has a statistically positive effect on perceived performance. In addition, different factors show different affections. Among the five factors, the two factors ("result-oriented appraisal"," comprehensive training") of HPWS have significantly positive effects on both external performance and internal performance; information sharing and communicating interaction have demonstrate positive effects on internal performance; thirdly, the moderating effect of employee-organization relationship between HPWS and firm performance is also tested by Hierarchical Regression Analysis. The result shows that different kinds of employee-organization relationships have high moderating effect on the relationships between HPWS and firm performance.The principal innovations of this article are:Firstly, the research objects include not only top managers, human resources management practitioners, but also including employees;Secondly, verify that employee-organization relationship is the moderator in the relation; Thirdly, the innovation of study methods. Except for spss, structure equation modeling of AMOS statistical analysis method is also used to study the structure of HPWS.