The Influence Study Of Human Resource Flexibility Toward Innovation Of IT Technicians Job Performance

Job Performance of employees is always the hot spot in the analysis of human resource fordomestic and overseas scholars. By analyzing related literatures, it is found that different humanresource strategies will exert various influences. Moreover, human resource flexibility strategy,as an emerging one, also greatly affects employees’ job performance. With the population ofhuman resource flexibility strategy, more and more managers hope that such strategy caneffectively increase the job performance of employees, can make the company more competitive.Globalization, network population and information are three significant economic trends forChina today. So under such background, IT companies are confronted with good opportunity ofleapfrog development. And human resource is an indispensable factor in many factors which caninfluence the success of companies. Because it can directly turn the technology into productivity,because it is also the source of innovation。Since the products change rapidly, innovation is thekey for companies to build up core competing ability, is the focus for companies competing witheach other. Indeed, IT technicians are the main participants in competition, so their jobperformance deserves the attention.From the perspective of employee’s perception, this paper explores the influence mechanismof human resource flexibility toward innovation of IT technicians’ job performance. On the basisof reading literature, the author introduces organization trust as variables of adjustment betweenhuman resource flexibility and innovation of job performance, in order to explore the effects ofhuman resource flexibility on the attitude and behavior of IT technicians. In consideration offeasibility of the research and convenience of gathering data, the author selects some ITcompanies of southern Fujian as samples. So combining the purpose of this research with realityof IT companies of southern Fujian, the author put forward some assumptions and models. Andthe author conducted the research by means of on-scene interview, web survey, questionnaires.And then, the author disposes the data and information by statistics management software (SPSS)to argument related perspectives. The structure of this paper is as follow:Chapter One: introduction. In this chapter, the researching background, purpose, thoughtand content will be illustrated. Chapter Two: literature summary. In this chapter, the author reviews and makes aconclusion of the related theories about human resource elasticity, organization trust andemployees’ innovation performance. And the relationship among the three elements will beanalyzed.Chapter Three: the integrated design and the process. In this chapter, the author puts forwardthe research hypothesis on the bases of literature research, finalizes the researching method,defines the researching variables, and designs the questionnaires of this research.Chapter Four: testifying the researching data analyses and conclusions. This chapter isparamount in the research. The gathered information will be analyzed with statistics managementsoftware (SPSS) from the perspectives of Descriptive Statistic Analysis, Reliability Analysis,Validity Analysis, Regression Analysis and other analysis. And the researching hypothesis willbe testified to make sure whether it is right or not.Chapter Five: discussion of results, policies and suggestions. In this chapter, the authoranalyses and discusses the results, puts forward policy-oriented suggestions about the problemsof human resource elasticity management to improve the managing level of companies’ humanresource.Chapter Six: innovative points, limitations and further researching prospect. In this chapter,the author describes innovative points andLimitation of this research, on which the author expects the future further research bytestifying how human resource flexibility, influences job performance of IT company technicians,regarding organization trust as variable, on the base of literature research, in consideration ofresearch paper, the author makes the conclusions:Firstly, task of functional flexibility, working-time flexibility, payment flexibility exert greatinfluence to technicians’ job performance.Secondly organization trust regulates the relationship between task of functional flexibility,payment flexibility, working-time flexibility and employee’s job performance.Thirdly, combining with the reality of IT companies in China, the author, according to theresults of practical analysis, the author put forward some feasible policy-oriented suggestion:foster the company culture, improve employees’ organization trust. The IT companies had betterrecruit the talents with multiple skills when they are recruiting new employees. The IT companies had better help the employees develop various skill for working, and push the mechanism ofworking-time flexibility and payment flexibility to motivate the employees etc.