The Effects Of Commit-oriented And Market-oriented HRM Practices On Employee's Performance: The Role Of Harmonious And Obsessive Passion

Under the background of economic globalization, Chinese economy is undergoing dramatic changes of external environment, but also is struggling economies transition. With the reduction in the bonus of reform, Chinese economy has entered a "new normal" period. If companies want to upstream in the economic downturn, they must have their own core competencies. As we all know, the human capital is different from general capital, it is irreplaceable and inimitable, therefore, the enterprise obtain the core human capital is of vital important. So how to attract and retain the best talent employees, and give full play to the talents Value is a key factor in maintaining the vitality of enterprise development. The Human Resource Practices include a series of policies which is closely related to human capital and research human resource practices is very important to improve enterprise performance.As jobs and human capital has its own unique, organizations should base on strategic needs, take appropriate human resources management policies and measures, in order to let skills development work-related skills, knowledge and work motivation. Commitment-oriented human resources practices will let employees have affective commitment to the organization through training, internal promotion and long-term employment security so that the employees would feel their work is interesting and pay more attention to their work. These all promote the autonomous internalization from the external motivation of employees to internal motivation, letting employees willing to take taking charge behaviors for the interests of the organization or for the work itself. At the other hand, Market-oriented human resource practices will use PFP(pay for performance) to motivate employees. When employees see the reward motivation after working done, although employees will produce controlled working state, they will still tend to work hard for the reward by performance, thereby improving employees' work performance.After reviewing existing theory and previous research, this study intends to explore the mechanism of Commitment-oriented human resources practices and taking charge, and also the mechanism of Market-oriented human resource practices and work performance and its related assumptions. Do some questionnaire survey about different personnel from Guangdong, Hubei, Henan and other provinces. Collect about 400 date. Then, with the help of SPSS and the other statistical software, we analyzed the date and found that most of the original hypotheses were supported. The results showed that:(1) Employees' perceived Commitment-oriented human resources practices have a significant positive effect on Employees' taking charge.(2) Employees' perceived Market-oriented human resources practices have a significant positive effect on Employees' task performance.(3) The positive effect of Commitment-oriented human resources practices on employees' taking charge was mediated by Harmonious Passion.(4) The positive effect of Market-oriented human resources practices on employees' task performance was mediated by Obsessive Passion.Finally, the managerial implications and the oretical of the limitations, findings and future research directions were discussed.