Empirical Research Of The Impact Of Individual Performance On Individual Improvisation And Knowledge Sharing

Since the 18 th CPC National Congress, our country’s reform has been fully entering a crucial stage to ensure the synchronic advance and mutual promotion of further reformation and economic development. Chinese enterprises whether state-owned, private enterprises or foreign-invested enterprises will carry out a comprehensive reform and change. As a core management tool to achieve the enterprise reform, human resource management can play an important promotion role in organizational change management. Human resource management has the potential to control, select and train the employee behavior involving in organizational change from strategic perspective. The employee behaviors and innovation in the enterprise are likely to be the source of its innovative development and become an important impetus in the reform. Therefore, the study on the mutual effects and relations between organizational change and personal improvisation has important implications and opens a new channel for the exploration of enterprise reform method and employee selection.The content of this paper includes two parts, the first part researches whether the extent of enterprise reform has significant impact on personal improvisation during the reformation and on the basis of the previous study; then, takes the reform types as influence factor to judge the selection of employees for enterprises with different types of reforms; and finally, discusses the impact of interaction between enterprise reform types and reform extents on employee improvisation and estimates whether the enterprises with different reform types and extents have difference in the personal improvisation of the selected employees. The second part studies whether employee improvisation and knowledge sharing have influence on their performance among the enterprises with spontaneous change and based on the first part’s study, discusses how the enterprises should manage their employees by the means of performance tools.This paper processes and analyzes data with two-factor analysis of variance and gets the following conclusions:(1) The extent of organizational change has significant impact on the individual improvisation.(2) The types of organizational change have significant impact on individual improvisation.(3) The interactions between the extent and types of organizational change have a significant impact on individual improvisation.(4) In the spontaneous organizational reforms, knowledge sharing has a significant impact on individual performance.(5) In the spontaneous organizational reforms, individual improvisation has a significant impact on individual performance.(6) In the spontaneous organizational reforms, the interaction between personal improvisation and knowledge sharing has a significant impact on individual performance.Based on the conclusions above, this paper proposes the following suggestions on human resource management:Suggestion 1: In the process of organizational reform, the employees who adepts in giving more creative suggestions for the reform with strong personal improvisation should be selected for the organizations carrying out progressive spontaneous reforms. Those employees with frontline working experiences give reform suggestions and involve in the reform process.Suggestion 2: When recruiting employees, those spontaneous transformation enterprises should choose the employees with strong individual improvisation and knowledge sharing capabilities, which would facilitate the development and improvement of organizational change.