High-performance Work Systems And Organizational Performance

In the era of knowledge economy,talents have become the most important source of enterprise competitiveness,and thus the high-performance work system has become a hot spot in the field of human resources.How does HPWS act on organizational performance?Many scholars explore the relationship between the two by introducing various external variables,trying to explain the mechanism of action.It is interpreted from the perspective of intellectual capital and has become an important research approach.However,how does intellectual capital work?In the past,research mainly regarded it as a whole,and it is easy to ignore its internal mechanism of action.This is like opening the "big black box" of the high-performance work system,and the "small black box" inside has not been opened yet.Basically,the role relationship is not clearly explained.Therefore,based on the previous studies,this paper studies the relationship between high-performance work systems,intellectual capital and organizational performance through the data of 206 Chinese companies based on the four-dimensional structure of intellectual capital.I hope that through the research of this paper,we can provide more scientific theoretical guidance and suggestions for how to carry out human resource management work more scientifically in our country and exert the effect of intellectual capital.The main conclusions of this paper are as follows:1.Hierarchical regression method is used to verify that high-performance work systems have a positive impact on organizational performance;human resources practices can affect different types of organizational performance to varying degrees.2.Using AMOS software to analyze the path of latent variables,it proves the intermediary role of intellectual capital in the two.Further research shows that intellectual capital can not only directly affect organizational performance,but also indirectly affect organizational performance through other dimensions.Human capital can be intermediated by other three kinds of capital,which indirectly affects organizational performance.Social capital can influence the organization through structural capital,which can create organizational performance through innovative capital.3.This study also points out that there are interactions between the various structural dimensions of intellectual capital.There are interactions between human capital and social capital,human capital and innovation capital,social capital and innovation capital,innovation capital and structural capital.They are different.Degree of impact on organizational performance.