Research On The Effect Of Performance Level Of High Performance Colleagues On Employee Behaviors

With their outstanding accomplishments and ability,high performance individuals become one of the most important part of human capital in organization,which is crucial for organizational performance and even decisive impact.At the same time,the development of economic,social progress and technological change makes human resources gradually become an important competitive capital.So how to manage the high performance individual,promote their positive impact on other employees and the organization,and acquire a competitive advantage for organization,is the important issues of common concern to all managers.Although high performance individuals brought to the attention of organization managers,yet research on the impact of high performance colleagues have an inconsistent conclusion.On the one hand,high performance individuals inspire colleagues to learn from them to encourage positive performance in organization.On the other hand,high performance individual ability of acquiring and controlling organizational resource is a threat to colleagues,so it's easy to be sidelined by colleagues and even aggressive behavior.In a word,lacking of research and ambiguous requirements hindered us to deeply understand the potential impact of high performance employees.We need more theoretical and empirical research to discuss the influence mechanism of high performance colleagues on individual behavior,and the moderating condition of the above relationship.According to social comparison theory,individual envy feeling of high performance colleagues(benign envy and malicious envy),is the important mediation mechanism of employee's differentiating behavior caused by high performance colleagues.The reason is that employee tend to choose high performance colleagues to compare,but the material,status and rights of employees cannot compare with high performance colleagues.So it results lower self-evaluation and negative emotions,such as envy feeling,including benign envy and malicious envy.Benign envy inspire colleagues to improve one's ability,and malicious envy is associated with aggressive behavior to the target.Based on this,this thesis explores that employee's benign envy plays a mediating role between high performance individual with employee's job involvement,employee's malicious envy plays a mediating role between high performance individual and interpersonal harming of employee.In addition,this thesis focus on the effect of maintenance-oriented andperformance oriented human resource management practice on the relationship between high performance colleagues and employee behavior.Human resource practice reflects the treatment of employees,which was closely related to their own interests.Therefore,embedded in the organizational hierarchy,human resource practices brings the inevitable impact to employee psychological and behavioral reaction.Research on the data from 58 team of 229 employees,we have the following conclusions:(1)The performance level of high performance colleagues has a significant positive effect on employee's job involvement,and interpersonal harming behavior.(2)Employee's benign envy play a mediating role between the performance level of high performance individual and employee's job involvement,employee's malicious envy play a mediating role between the performance level of high performance individual and interpersonal harming behavior of employee.(3)Performance-oriented human resource management practice play a moderating role between the performance level of high performance individual and malicious envy of employee.Performance-oriented human management resource moderated the indirect effect between the performance level of high performance individual and job involvement of employee.(4)Maintenance-oriented human resource management practice has no significant effect on the relationship between the performance level of high performance individuals and benign envy of employee.