The Relationship Between High Commitment Human Resource Practices And Employee Engagement:The Role Of Perceived Organizational Support And Psychological Capital

In the new era of development background that the government had put forward the slogan of "public entrepreneurship,peoples innovation".The domestic began to rise that innovative undertaking agitation.A large number of social resources began to flock to the emerging enterprises,under the guidance of "China creating",from all walks of life to seek enterprise transformation,thus gain human resources has become one of the main melody of competitive advantage.Whether in the talent competition or on retention and training,be vividly portrayed the role of human resource management,enterprise human resource management practice has become the engine,promote enterprise development rapidly.In the face of fierce competition environment,enterprise managers choose to suit their own development and conform to the human resources practice is the key in the Labor market.As a result one of the main goals of human resource management,employee engagement level has become the important topic of the academic research abroad.The scholars study found that human resource practice there is a certain relationship with employee engagement,but there is still no domestic scholars' study high commitment human resource practice system and influence mechanism between employee engagements so far.Based on the theory of social exchange and information transmission theory,the research of the relationship between systemic high commitment human resource practice system and employee engagement,and perceived organizational support and psychological capital as a intervening variable and adjust variables respectively in the model,at the same time,to connect the organizational level of high commitment human resource practices with employees' level of employee engagement.On the basis of literature review of high commitment human resource practices,perceived organizational support,psychological capital and employee engagement,adopting the domestic and foreign mature measurement scale questionnaire design and investigation,the paper collected 503 questionnaires from all walks of life,and 481 questionnaires are valid,the questionnaires effective rate was 95%.According to the effective data,make use of the social science research of SPSS statistics software to carry on the questionnaire of the reliability analysis,validity analysis,correlation analysis and regression analysis,and using the principle of three intermediary test to verify this intermediary effect and adjust the effect,finally concluded that:(1)The high commitment human resource practices on employee engagement has a significant positive correlation;(2)Perceived organizational support in high commitment human resource practices affect employee engagement plays a partial intermediary role;(3)Psychological capital in high commitment human resource practice plays a positive impact on employee engagement.This study verifies the hypothesis of the relationship between commitment to high human resources practice system and employee engagement,and analyses its inner mechanism.It is not only rich the research between human resource practice and employee engagement,also extends the research contents of perceived organizational support and psychological capital.At the same time,based on the theory of social exchange theory and information transmission to research employee engagement,and it provides a theoretical guidance and practical direction for the basic research of modern enterprises to build high employee engagement system of human resource practice.