Empirical Study On The Mechanism Between High-performance Work Systems And OCB

The environment of organizational operation is changing in the technological revolution and economic globalization in the 21st knowledge-based economy century. In this trend, the business demand for human resources is growing, as well as human resource management is also faced with major challenges. Companies must think about how to carry out effective human resource management to create a sustainable competitive advantage. The issue has become a central problem in the organizational management.High-performance work system is a human resource management system that improve the employees’participation to inspire employees’the initiative, inside knowledge and technology, make employees to solve problems in the work, give employees power to improve the organization workflow, encourage self-management and coordination at team and individual level. In recent years, the research has become a hot theory. Studies continue to focus its influence to employee performance, organizational performance. But few studies has focused on the individual perception of high-performance work systems for employee performance, especially for the mechanisms on organizational citizenship behavior.Under the practical and theoretical background which has talked above, this study explores the relationship between employees’ perception of high-performance work systems and organizational citizenship behavior. On the hand, this study explores the mediation effect of perceived organizational support, perception of investment in employee development, organizational affective commitment and job satisfaction between high-performance work systems and OCB mechanism. On the other hand, the research still focus on the moderating effect of the person-organization fit on the relationship between high-performance work systems and perceived organizational support, perception of investment in employee development. This study try to fill the gap in the field of research, and make the important theoretical support for the human resources management.Based on the theory review and research hypothesis and the 280 employees’ data from questionnaire of multi-industry, multi-business corporations, this study analyses the reliability, validity and still operate the correlation analysis, structural equation modeling analysis and hierarchical regression analysis with SPSS 19.0 and LISREL 8.54, obtained the following conclusions:(1) employees’ perceived high-performance work system has a significant positive effect on organizational citizenship behavior. (2) employees’ perceived high-performance work system has a significant positive effect on perceived organizational support and perception of investment in employee development; Perceived organizational support has a significant positive impact on affective organizational commitment, job satisfaction; Perception of investment in employee development still has a significant positive impact affective organizational commitment and job satisfaction; Affective organizational commitment and job satisfaction have a significant positive impact on organizational citizenship behavior. (3) Perceived organizational support, perception of investment in employee development, organizational affective commitment, job satisfaction played a part mediating role the relationship between high-performance work systems and organizational citizenship behavior. (4) Person-organization fit did not has the moderating effect between the high-performance work systems and perceived organizational support, perception of investment in employee development.