How Does High Commitment HRM Relates To Innovation Behavior

As an important management practice in the field of strategic human resource management,high commitment human resource management is attracting more and more attention from researchers.It creates an atmosphere of high commitment between employees and organizations,and affects the employee’s motivation by shaping the relationship between the organization and the individual’s personal goals.Thus,more beneficial behavior to the organization came into being.The study and discussion of the relationship between the management practice of the organization and the employees’ innovative behavior is arousing wide attention.However,through research and fact,it is proved that high commitment human resource management is not applicable to every situation;idealized selection of creative employees is impractical.Therefore,therefore,various organizations often face the actual problem of "whether to adopt high commitment human resource management" and "to adopt high commitment human resource management for which kind of employees".The purpose of this study is to clarify the theoretical mechanism of high commitment human resource management to promote employees’ innovative behavior through reasonable theoretical and logical deduction and scientific data demonstration by analyzing the intermediary role of psychological capital and the regulatory role of psychological authorization in them.Moreover,the black box problem in the management of human resources is explored to provide theoretical basis for managers to solve the problems in practical operation.This study reviews and studies the related literature,and summarizes the 4 variables of high commitment human resource management,psychological capital,employee innovation behavior and psychological authorization from the aspects of concept connotation,structure dimension and influencing factors.Then,the influence of high commitment human resource management on employee innovation behavior,the intermediary effect of psychological capital in high commitment human resource management and employee innovation behavior,and the regulating effect of mental authority on psychological capital and employee innovation behavior are further derived according to the attribution theory,social exchange theory,organizational support theory and self-determination theory.Through the discussion and hypothesis,the study constructs the theoretical model and put forward the research hypothesis.Then the study select the maturity scales o test the reliability and validity of the pre investigation research results,and optimize the scales,then formally issue the data of the questionnaire and analyze it with software,test the theoretical hypothesis proposed,and discuss the results of the hypothesis test.Finally,the theoretical model is optimized according to the results of the demonstration.This study confirms that there is a positive correlation between high commitment human resource management and employee innovative behavior.Meanwhile,employees’ psychological capital plays a mediating role between the two.Psychological empowerment level plays a positive role in mediating variables and dependent variables.Enterprises or organizations carry out high commitment human resource management such as long-term employment policy,flexible work plan,and emphasis on internal promotion,after being perceived by employees,employees will be more confident and more responsible in their work and create more innovative behavior.On the other hand,for the employees with different psychological empowerment level,the high commitment human resource management has different promoting effects on their innovative behavior.The employees who with self-fulfilling desire,ambition and can feel the feel the influence of their work in the organization can produce innovative behavior better when they perceive the high commitment human resource management implemented by the organization.The research results in this thesis have reference value in the specific application of high commitment human resource management.