Research On The Impact Of Personalized HRM Practice On Employee Happiness

In the current era,human resources have become a fundamental resource for any corporate organization to develop and shape competitive advantage.However,how to better stimulate the potential of human resources,there is still no effective theoretical model can be used for reference.Traditional human resource management is based on the organization and seeks better management ideas and methods according to the needs of the organization.However,its effectiveness has been increasingly questioned.In recent years,with the new generation of employees becoming the main force in the organization,their desire for self-seeking and happiness is more urgent than every generation in the past.Therefore,both scholars and managers should pay attention to it.Move to the real needs of employees and explore more effective management paradigms based on their psychological needs.The traditional human resource management(HRM)paradigm basically follows a standardized management model,and all employees are treated in a “one-size-fits-all” approach,and the effectiveness is increasingly questioned.In recent years,more and more scholars have gradually realized the importance of individual differences.Lepak and Snell(1999)have shown that starting from the value and uniqueness of employees,according to behavior control and internal cultivation,Different HRM practices to shape the competitive advantage of enterprises;Rousseau(2001)found that,in combination with the characteristics of employees,it is necessary to conclude a personalized contract to attract,retain and motivate the talent resources within the enterprise.It can be seen that personalized HRM that focuses on the characteristics and needs of employees has become an important trend in the development of theory and practice.Based on the theoretical research of personalized HRM practice in Jinghui et al.(2014,2016),this paper explores the internal mechanism of personalized HRM practice affecting employee happiness through psychological empowerment and work-family balance.Based on the current background research,the main work of the thesis research is reflected in three aspects:First,a review and analysis of the literature involved in the research,including personalized HRM practice,psychological empowerment,work-family balance and employee happiness.A detailed literature review was carried out,especially the comprehensive and in-depth literature review on the research results of personalized HRM practice in recent years.Secondly,based on the research results of the literature review,the relevanthypotheses of this paper were made.The research hypothesis uses SPSS21.0 and 232 questionnaire data to conduct statistical tests on relevant hypotheses.The results show that personalized HRM practice has a significant positive impact on employee happiness,and psychological empowerment plays a part in mediating,work-family balance.Play a full intermediary role,revealing the mechanism of personalized HRM practice on employee happiness.The research significance of the thesis is mainly as follows:First,although the concept of personalized human resource management practice is earlier,the domestic relevant theories are relatively perfect,but most of them are limited to the theoretical framework of personalized HRM practice.As a function mechanism of independent variables,it enriches the theoretical system of personalized HRM practice.Second,with the development of society,the pursuit of employees is increasingly diversified,especially the emphasis on self-awareness,the trade-off between work-family relationship and happiness.Pursuit is not to be ignored by enterprises.The thesis provides certain theoretical support and suggestions for organizational management practices.