Research On Cooperative-oriented High-performance Human Resource Practice On Enterprise Performance Based On Perceived Human Capital

Based on the special management situation of high-tech enterprises,human capital versatility,work challenges,entrepreneurial orientation,etc.,in addition to control orientation and commitment-oriented human resource practice,cooperative-oriented management practice is also existed in high-performance human resource management.Different from commitment-oriented human resource practice,by developing firm-specific human capital,it brings sustainable human capital advantage to the enterprise,we believe cooperative-oriented human resource practice brings new competitive advantages to enterprises through effective management of general human capital.One is the cooperation of resources,and the other is the friction of human resources market caused by employees' perception of human capital.This study shifts the perspective to the perceived human capital specificity of employees,and explores how high-tech enterprises' high-performance human resource system cooperation-oriented practices affect employee perceived and objective human capital specificity and how to further influence enterprise innovation and task performance.Environment uncertainty is introduced as a moderated variable to control the impact boundary,and explore how the impact mechanism of human resource practice on different human capital changes under different competitive environments.The research results show that the cooperation-oriented practice in the high-performance human resource system of high-tech enterprises positively affects the perceived firm-specific human capital,and promotes the innovation performance of enterprises through the perceived firm-specific human capital;positively affects objective industry-specific human capital and further enhances corporate mission performance;negatively affects objective firm-specific human capital,and this impact does not further affect corporate performance.The uncertainty of the competitive environment positively regulates the enterprise-specific human capital of human resource practice and perception;negatively regulates human resource practice and objective firm-specific human capital.