A Study Of The Impact Of High Performance Work System On Employees’ Creative Performance

In the era of knowledge economy with such fierce competition,traditional resources such as capital and technology are more and more quickly imitated by competitors,and scientific and technological progress and innovation become the driving force for the sustainable development of organizations.As the most important source of organizational innovation,how to effectively promote employee innovation has become a growing concern of managers.As a high performance work system to tap the potential of human resources,it has been widely concerned about the impact of enterprise performance.However,most of the previous studies focused on the impact of high performance work system on organizational innovation performance,while the research on the impact of high performance work system on individual innovation performance and its internal influence mechanism is still the "black box" in the research field.Therefore,when implementing human resource management practice,organizations have to consider which human resource management practice activities can better improve employee innovation performance and how to implement high performance management system to improve innovation performance.This study takes this as the starting point to explore the impact of high performance work system on employee innovation performance,and the mediating role of dual learning and the regulating role of organizational identity,so as to provide a theoretical basis for the construction of human resource management practice.First of all,This study systematically summarizes the relevant research on high performance management system,dual learning,organizational identity and employee innovation performance at home and abroad,as well as the theoretical basis of AMO theory,social identity theory,organizational creativity and innovation component theory,and puts forward the research hypothesis.Secondly,Based on the maturity scale,a questionnaire was designed,and obtained 322 valid questionnaires.Again,use statistical software to analyze the data,including Descriptive statistics,reliability and validity,CFA,CMV and correlation analysis,and the relationship between the variables was analyzed and validated by the analytic method of hierarchy regression.The empirical results show that: HPWS has a significant positive correlation with employee creative performance;ambidextrous learning plays a mediating role between HPWS and employee creative performance,and organizational identity has a significant positive moderating effect between HPWS and ambidextrous learning.And the moderating effect is mediated by organizational identity.Finally,based on the conclusion of the study,the paper puts forward four specific management suggestions:(1)according to the nature of the organization,we should adopt a suitable high performance work system.(2)Encourage employees to explore and use learning.(3)The positive attitude and behavior of employees can be effectively promoted by strengthening their organizational identity.