The Influence Of Human Resource Management Practices On Frontline Employee Organizational Identification

Now, frontline employees “short” phenomenon has become an important problem for our enterprises’ development. “Short” phenomenon means the high turnover rate of enterprises, which not only brings the rise of enterprises’ labor costs and reduces the quality of the products and the market competitiveness of enterprises, but also affects the normal production and operation of enterprises. Therefore, how to retain frontline employees, how to establish a long-term stable employment relationship between organization and employees,and how to allow employees to establish the organizational sense of belonging and identification, are the important problems of the business and academic community.Organizational identification is the state that organizational members define themselves with organization identity. Studies have shown that human resource management practices are the important factor which affects the employees organizational identification. But the internal mechanism remains to be further studied. This paper systematically reviewed the relevant theory and literature of organizational identification, and then deeply analyze the relationship among human resource management practices, organization-based self-esteem,person-organization fit and organizational identification, and constructed the theory model which human resource management practices affected organizational identification to put forward the related hypothesis. Secondly, by using the method of questionnaire investigation,this paper did some preliminary research and formal research to frontline employees, and then analyze survey results by using SPSS and AMOS in order to verify the theoretical model and relevant hypotheses. Finally, according to the results of the study, this paper discussed intermediation and the boundary condition between human resource management practices and organizational identification, and put forward some suggestions about how to improve frontline employee organizational identification.In this paper the main conclusions as follows: First of all, human resource management practices have positive influence on frontline employee organizational identification. That is to say, organizations need to implement perfect human resource management practices in order to improve frontline employee organizational identification. Secondly, organizationbased self-esteem plays a part mediate role between human resource management practices and organizational identification. That is, besides implementing perfect human resource management practices, organization should pay attention to employee’ level of self-esteem.Thirdly, person-organization fit plays the mediated moderator role in the main model. That is to say, person-organization fit not only positively moderates the relationship between human resource management practices and organizational identification, but also influences organizational identification through organization-based self-esteem. This shows that organization should chose employees who fit organization when recruiting, and improve the matching degree through training and other means. Fourthly, high fitting degree of employee and organization, to a certain extent, can make up for the lack of human resource management practices. That is, organization can take advantage of person-organization fit’s part substitute for human resource management practices, improving employee organizational identification,which is particularly important for the micro, small and medium enterprises whose system is not perfect.