Research On The Relationship Between The High Performance Of Human Resource Management And Job Performance

In recent years, under the background of China’s gradual internationalization, the development of the enterprise faced with limitless possibilities,and at the same time there is a big challenge, human resources as the core competitiveness of enterprise, how to improve the employee’s work performance has become the focus of the enterprise and research scholars,There is a large number of studies have shown that high performance of hr management and many variables are closely linked, and under the background of economic globalization,the limited and available resources within the enterprise has increasingly become a "bottleneck" restricting the development of the enterprise, if enterprise want to improve the employee’s job performance,you must first of all,by cultivating social capital within the enterprise,so discusses the relationship between domestic companies’ s high performance of human resource management,Social capital within the enterprise and work performance has become an urgent task.On the basis of reading a large amount of relevant literature,I make a new study on the influence of high performance of human resource management and social capital within the enterprise to job performance,and the influence of high performance of human resource management to social capital within the enterprise,and construct the conceptual model of high performance of human resource management influence social capital within the enterprise and job performance,then verify the intermediary role of social capital within the enterprise in this relationship.This research takes China’s Hi-tech enterprises as the object of the study, using the questionnaire survey to collect data. In the process of analyzing and dealing with the data,using methods such as descriptive statistics, factorial analysis,clustering analysis,correlation analysis, multiple regression analysis and so on to examine the research suppositions contained in the conceptual model. Through the empirical analysis,we obtain the following conclusions:Firstly,High performance of human resource management plays a significant positive role in improving job performance.In this study, the job performance is divided into two dimensions: task performance and peripheral performance,By the results of data analysis,each dimensions of high performance of human resource management has apositive influence on two dimensions of job performance,the conclusion is consistent with other scholars,this study has proved that, the high performance of human resource management has become the key factors that affect job performance.Secondly,High performance of human resource management plays a significant positive role in improving social capital within the enterprise.In this study,The social capital within the enterprise is divided into three dimensions: structural dimension,relationship dimension, cognitive dimension.The empirical results show that, by improving the enterprise’s high performance of human resource management can promote the formation of social capital within the enterprise.Thirdly,Social capital within the enterprise plays a significant positive role in improving job performance.By the results of data analysis,each dimension of social capital within the enterprise has a positive influence on two dimensions of job performance,The empirical results show that,social capital within the enterprise is beneficial to the improvement of job performance.Fourthly,social capital within the enterprise has a mediating role in the relationship of high performance of human resource management and job performance.From the Path graph of the variables,we can see that high performance of human resource management not only has a direct impact on job performance,but also can through the social capital within the enterprise to has a indirect affect on job performance.This shows that social capital within the enterprise can be seen as a intervening variable in the relationship of high performance of human resource management and job performance.