The Research On The Relationship Of Supportive Human Resource Practice And Job Performance

With the rapid development of economy, the competition between enterprises isincreasingly fierce, the enterprises also begin to compete for resouces, especially the humanresources. Human resources management theory introduced to China since the last century,was caused wide attention by domestic enterprises.They have set up human resourcedepartments, and look forward to help enterprises to improve performance. The humanresources department is trying to take various human resource practices to improve andstandardize enterprise management, But not all human resources activities have played animportant role. Because human resource practices contain many of the content, some willinevitably be ignored, which may be affect employee’s work performance. Now, for theenterprises, that identify the important human resource practices and put into practice tomotivate employees to work actively, with regard to their work attitude/behavior andpositive impact on performance, and raise the efficiency of the whole team and theorganization is very important.According to social exchange theory and organizational support theory, in order tomake employees have high performance/strong sense of job involvement/organizationalloyalty, the organization need to measure the contribution of the employees and takes careof them. Supportive human resources practice contains fair rewards and punishment/employee involvement/growth potential，which is equivalent to that the organizationindentify employee contributions/trust employees and investment in human capital foremployees.Base on this, the study choose to our country enterprise in Zhuhai as the main researchobject, and gains339research samples. the research objects in this study is the Pearl RiverDelta enterprise in China, the use of documentary research, depth interviews andquestionnaires, and the use of correlation analysis, exploratory factor analysis. Theconclusions are as follows:(1) Supportive human resources practice has positive impact onJob performance, Supportive human resources practice has positive impact on Jobinvolvement, Job involvement has positive impact on Job performance. Among the discussion above, with theories and practices, the explanations are provided forthe results of hypothesis testing and discussion. Finally, according to the above，implications and management strategies are provided for Chinese enterprises’ humanresource management. And a summary is provided.