The Mechanism Of How Endogenous Flexibilitv-Oriented HRM Systems Affects Knowledge Sharing Behaviours Between Knowledge Workers

With constant escalating of the environmental dynamism, there is an increasing inclination that enterprises will adopt Flexibility-oriented HRM model within organization. Meanwhile, under the background of knowledge-based economy, enterprises depend more on the creative work of knowledge workers to gain competitive edge in the marketplace, while knowledge sharing is the footstone in further knowledge application, integration and creation for workers. In light of this, the research has explored the influencing mechanism of Endogenous Flexibility-Oriented HRM Systems on knowledge sharing behavior of knowledge workers based on intersection of the perspective of dynamic environment and the knowledge-based economy, combined with literature research, case studies and survey research.This research has led to the following conclusions:firstly, set"different adjustment modes responding to the environmental change" as classification criteria, Flexibility-oriented HRM can be categorized as Stress Flexibility-oriented and Endogenous Flexibility-oriented; secondly, through implementing Flexibility-oriented HRM system, organization can effectively improve the level of workers’affective organizational commitment; and the two dimensions of Endogenous Flexibility-Oriented HRM Systems---Endogenous resource Flexibility-Oriented HRM subsystem and Endogenous coordination Flexibility-Oriented HRM subsystem can both positively influence affective organizational commitment; fourthly, high level of affective organizational commitment is positively related to the three dimensions of the knowledge sharing behavior among employees, i.e., quality of knowledge sharing, cooperative spirit, behavior of taking part actively; fifth, affective organizational commitment acts as a mediating effect on the relationship between Endogenous Flexibility-Oriented HRM Systems and knowledge sharing, and the relation between two subsystems of Endogenous Flexibility-Oriented HRM Systems and three dimensions of sharing behavior is realized through the mediating effect of affective organizational commitment.The main theoretical contribution of this study is:firstly, identify the basic classifications of Flexibility-Oriented HRM Systems and establish foundation for further research of Flexibility-Oriented HRM Systems; secondly, open the black box of influencing mechanism of Endogenous Flexibility-Oriented HRM Systems towards knowledge sharing behavior through combining the Theory of Behavioral Role View and the perspective of employee-organization relationship, and introduce the psychological cognition variable of affective organizational commitment; furthermore, extend the dependent variable of Endogenous Flexibility-Oriented HRM Systems to individual level; finally, verify the fact that Endogenous resource Flexibility-Oriented HRM subsystem are two independent dimensions.