Research On The Impact Of The Strength Of Human Resource Management On Job Embeddedness

Under the background of increasingly fierce competition for talents,human resources play an important role in the development of any organization.However,providing favorable conditions to attract talents does not mean the emergence of high performance.Only by embedding the attracted employees in their work can they contribute to the enterprise.Theorists and practice managers have paid attention to how to improve employee embeddedness through human resources management.However,these studies focus on the impact of human resources management content on job embeddedness,ignoring the process of human resources management.Bowen and Ostrff(2004)offered the new conception: the strength of human resource management.Therefore,this study introduces the strength of human resources management,and takes perceived insider status as a mediating variable to study its role in job embeddedness,in order to contribute to enriching the theory of ‘human resources management-job embeddedness',and put forward management suggestions for business managers.Based on the social exchange theory and the social cognitive theory,this study makes the theoretical hypothesis and model of the relationship among the HRMS,insider identity recognition and job embeddedness.Empirical tests are conducted to examine the effect of the strength of human resource management and the effect of its dimensions on job embeddedness,and to explore the effect of the internal mechanism of the HRMS acting on job embeddedness mediated by insider identity cognition.In this study,351 employees in Chinese enterprises were surveyed by using the maturity scale of human resource management intensity,insider identity recognition and job embeddedness.281 questionnaires were obtained.The sample data collected were analyzed by SPSS22.0 and Amos 21.0.The effect of the HRMS on job embeddedness was explored under the mediation of insider identity recognition.The conclusions are as follows.(1)The strength of human resource management and its dimensions have a positive impact on employees' internal identity;(2)Internal identity cognition has a positive impact on job embeddedness;(3)The strength of human resource management and its dimensions have a positive impact on job embeddedness;(4)Internal identity cognition plays a mediating role in the relationship between the HRMS and its dimensions and jobembeddedness.Accordingly,this study puts forward relevant management suggestions from two aspects: enhancing the strength of human resource management and strengthening the identity recognition of employees to improve the degree of job embeddedness of employees.