| With the rapid development of 21 world economy and the emergence of enterprises in various industries,more and more small and medium-sized enterprises are expected to emerge in the future.With the development of market economy,competition among enterprises is intensifying,which prompts enterprises to begin to pay attention to the implementation of self-management and motivation of initiative behavior as the goal of high-quality.Novotel human resources management system,enterprises will focus on the need to experience a change from a control-based human resources management system to a high-commitment human resources management system.Many enterprises pay attention to the impact on employee performance,while often neglecting the negative results that may have far-reaching impact on the enterprise.Previous studies have shown that high commitment human resource management system can make employees feel the importance and benefits of enterprises to employees,stimulate employees' enthusiasm for work,and make employees produce pro-organizational behavior,thus affecting employees' performance.However,some studies have pointed out that employees' pro-organizational behavior is not always moral.When employees over-identify with enterprises,employees' active behavior often crosses the "red line",that is,unethical pro-organizational behavior may occur.The unethical pro-organizational behavior is the result of more steps taken by unethical pro-organizational behavior,which is short-term for enterprises.The long term development of enterprises which are beneficial to performance but will damage will bring serious negative effects.In practice,enterprises generally choose one of the two for the non-ethical behavior of high performance-low parent organization.How to achieve the combination of fish and bear's paw is a new perspective and attempt of synergistic impact management proposed in this study.This paper takes employees of Chinese enterprises as samples to explore the synergistic impact model of high commitment human resource management system on employees' work performance and unethical pro-organizational behavior.On this basis,this paper explores the path and mechanism of each dimension of high commitment human resource management system affecting employees' job performance and unethical pro-organizational behavior respectively,and pays attention to the regulatory role of employees' moral identity on the path,and carries out empirical tests.Therefore,the research three aspects: First,exploring.Dimensional factors of high-commitment human resource management system;Secondly,provide theoretical basis for synergistic impact;Particularly,pay attention to the high-commitment human resource management theory based on the regulation of moral identity.Industry provides a practical new way to solve the problem of both high performance and low parent organization non-ethical behavior.Finally,the empirical evidence of the synergistic effect of HRMS on job performance and pro-organizational non-ethical behavior is obtained through the empirical study of impact path.This not only makes up for the shortcomings,but also provides valuable management inspiration for training of high-performance and "healthy" employees.Based on the literature review and induction of high-commitment human resource management system,unethical pro-organizational behavior,employee performance,moral identity and collaboration with classmates,the questionnaire design and survey were carried out by using domestic and foreign maturity scale.450 questionnaires were collected from all walks of life,and include 392 were valid questionnaires,and effective rate is 87.11%.According to the data collected,the structural equation model is constructed.The data of the questionnaire are analyzed by using AMOS17.0 statistical software and SPSS 20.0 statistical software of social science research,and the regulatory effect is verified.Finally,the conclusion is drawn:(1)By analyzing demographic variables,it is concluded that different age groups,educational background,working years,nature of work have significant effects on job performance,while different age groups,educational background,working years,nature of work and non-ethical behavior towards employees' pro-organizational have no significant differences.(2)Through the construction and analysis of structural equation model,this study draws the influence path of each dimension of high commitment human resource management system on employee performance and pro-organizational non-ethical behavior.Among them,the five dimensions of high commitment human resource management system have a significant positive impact on employees' job performance;the four dimensions of high commitment human resource management system have a significant positive impact on non-ethical behavior of pro-organization;and the dimensions of moral identity have a significant impact on the path of high commitment human resource management system and pro-non-ethical behavior.The negative moderating effect.The results show that,under the regulation of individual moral development level,high commitment human resource management system can improve employee performance and reduce pro-organizational non-ethical behavior,which has a synergistic effect on both.(3)There are differences in the influence path of each dimension of high commitment human resource management system on job performance and pro-organizational non-ethical behavior.(4)Whether in academia or in management practice,there is a lack of synergistic thinking.This paper combines theory with practice to provide suggestions on how to achieve synergistic management to train healthy employees with high performance-low parent organization non-ethical behavior.At the end of the article,it summarizes the conclusions of this study,as well as the limitations of the study,and puts forward some suggestions on how to achieve synergistic management to train healthy employees with high performance-low parent organization non-Future research directions. |
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