| Under the new normal economic situation,banking and financial institutions are facing the challenges of more in-depth market-oriented reform,complex risk characteristics and accelerated emergence of new industries.At the same time,the problems of talent shortage,structural imbalance and brain drain are becoming more and more serious.According to the resource-based theory,human capital is an important core resource of an organization.How to better retain and develop talents is a question that must be solved in the development of banking industry.It is of great practical significance to strengthen the development of human resource management practice.The purpose of human resource management practice is to improve organizational and employee performance.Therefore,many concepts such as "high performance work system" and "high performance work practice" have emerged.These concepts include a series of human resource management activities such as reward,employee participation,training and development,and performance.So,is this kind of concepts worthy of the name and can bring high performance to the organization? It is one of the purposes of this paper.Banking industry has many different businesses and abundant products,which put a great test on the learning ability of employees.The numerous internal job training and external professional certificate examinations show that banking industry is an industry that needs continuous learning.Meanwhile,grass-roots banking employees have the requirements of performance indicators such as deposit amount and number of cards.They are under great pressure of performance and have a great test on their psychological resilience.So,does employee resilience and organizational learning orientation have an impact on employee performance? Is there any impact mechanism between the human resources management measures implemented by the organization and employee resilience,or learning orientation ? These above are also the focus of this study.Based on the above background,this paper conceives around high-performance work practice and employee performance.According to the resource-based theory,the career motivation theory and the planned behavior theory,we collect and organize relevant literature,then puts forward five hypotheses to explore the influence mechanism of variables such as organizational learning orientation and employee resilience.The research objects of this study are Chinese banking employees.The research tools are mature questionnaires.The number of valid samples collected is 1679.AMOS and SPSS are mainly used to carry out empirical tests in this research.On the basis of reliability and validity of the questionnaire,descriptive statistical analysis is carried out.Secondly,correlation analysis method is used to test the correlation of variables including control variables.The results show that there are correlations among variables,which are consistent with the ideas of this paper.Finally,regression analysis is carried out to test the relationship between variables.The main conclusions are as follows:(1)HPWP has a significant positive impact on employee performance;(2)employee resilience has a significant positive impact on employee performance;(3)HPWP has a significant positive impact on employee resilience;(4)Employee resilience partially mediates the HPWP and employee performance.The stronger the employee resilience is,the higher the individual performance level is.(5)Organizational learning orientation plays a positive moderating role in HPWP's influence mechanism on employee performance.Under the same HPWP condition,the stronger the organizational learning orientation,the stronger the employee performance.At last,this paper summarizes all consequence of these hypothesis and puts forward some suggestions on the practice of Chinese banking industry.The shortcomings and limitations of this paper are expounded.And the possible research directions in the future are proposed... |
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