An Empirical Research On HR Management Effectiveness:Based On The Cooperation Theory

Over the last few decades, scholars explore and find ways to improve HR management effectiveness from the HR practices, configuration and high performance work systems. But in fact, some effective HR management activities in theory don’t have the desired effect in real.Cooperation thought and theory opens up a new perspective for management research. This study constructs a cooperation model of first line managers(FLMs) and human resource managers(HRMs) based on the cooperation theory. This study discusses the cooperation process about HR practice between FLMs and HRMs on competency, cooperation intention, trust, communication, dependency. The study researches the relationship between relations of FLMs and HRMs’ cooperation and HR management effectiveness. Also, policy and procedure、job rules are considered as a moderator between relations of FLMs and HRMs’ cooperation and HR management effectiveness. The cooperative satisfaction is considered as a mediator between relations of FLMs and HRMs’ cooperation and HR management effectiveness. The study tries to explore and discover new influence elements and path of HR management effectiveness. The innovative significance of this study is to find the new variables and affect path about HR management effectiveness.The result shows that:(1) Relations of cooperation on competency, cooperation intention, trust, communication, dependency between FLMs and HRMs, are positive related to HR management effectiveness;(2) Relations of cooperation between FLMs and HRMs, are positive related to cooperative satisfaction; Cooperative satisfaction is positive related to HR management effectiveness; Cooperative satisfaction has partial mediating effect between relations of cooperation and HR management effectiveness;(3) The job rule has the moderating effects between relations of cooperation on communication and HR management effectiveness.