Research On The Impact Of Strength Of Human Resource Management On Employee Performance:the Mediating Effect Of Psychological Contract

At present,our country is in the key period of economic transformation,and the transformation and upgrading of enterprises are also facing many difficulties.In the field of management,the theoretical and practical circles have been concerned about the impact of organizational management measures on individual performance.In previous studies,many scholars started from the content perspective to explore the mechanism between the practice of human resource management and the performance of work.This research path overviews the content of human resource management practice,but it neglects the implementation process of human resource management practice.From the perspective of process,the strength of human resource management defines human resource management practices,which refers to the extent that human resource management information is effectively transmitted and perceived by employees effectively.Whether the highperformance work systems defined from the content perspective or the strength of human resource management defined from the process perspective is an important part of human resource management practice.Psychological contract is a series of beliefs and cognition of employees based on the understanding of organizational policy,practice and culture to fulfill obligations of organization,mainly referring to organizational responsibility under the perspective of employees.In addition,the psychological contract is a mutually reinforcing process,high strength of human resources management can help organizations to create a strong situation,strong atmosphere,make the individual perceived organizational behavior of the individual will be strengthened,for the "return" to improve mental work attitude and work behavior,so that their behavior has been strengthened and maintain the original social exchange relationship,and ultimately improve the work performance.Studies have confirmed that the strength of human resource management and psychological contract are the important factors influencing the individual work performance,but the mechanism of the strength of human resource management and the psychological contract of two antecedent variables on job performance from the perspective of integration of the literature does not see more,for further theoretical discussion and empirical test management theory it is very important to practice and management.In view of this,this study attempts to examine the relationship from the perspective of psychological contract in the strength of human resource management and work performance,"to ask questions-hypotheses--data analysis--hypothesis research ideastest conclusion" data collection.Based on social cognitive theory,social exchange theory,self determination theory,this study reviews and reviews relevant studies,and constrct the construction of the theoretical model of: strength of human resource management as independent variables,the psychological contract as the intermediary variable,the job performance as the dependent variables,and derive 4 mainhypotheses and 14 sub hypothesis.Then,to the enterprise staff to dole out the questionnaire pre test,test after continue to questionnaires in order to obtain the required sample data of empirical test,has the use of descriptive statistical analysis,correlation analysis,regression analysis and other analysis methods to verify the hypothesis mentioned in this study.The results of data analysis show that: First,the strength of human resource management is positively related to job performance,and the uniqueness,consistency and consensus are positively related to task performance and contextual performance.Second,the strength of human resource management is positively related to psychological contract,among which,uniqueness,consistency and consensus are positively related to psychological contract.Third,psychological contract is positively related to job performance,and psychological contract is positively related to task performance and peripheral performance.Fourth,psychological contract plays a partial mediating role in the relationship between the strength of human resource management intensity and job performance.Psychological contract plays a partial mediating role between uniqueness,consistency and consensus and job performance.The innovation points of this study are as follows: First,it explores how the strength of human resource management affects work performance.From the three characteristics of human resource management intensity,the relationship between the strength of human resource management and work performance is discussed,and the related theories are enriched.Second,the mediating effect of psychological contract between the strength of human resource management and the performance of work is verified.Based on social cognition theory and social exchange theory,this study applies psychological contract to the theoretical model,and explores the mediating effect of psychological contract on the relationship between the strength of human resource management and its job performance,enriching the theoretical content.