The Influence Of High Performance Work System On Employees' Proactive Behavior

In a turbulent and changing environment,companies are also facing huge competitive pressures.Inspiring employees to actively identify problems in the organization and take proactive actions to resolve them has become the key to maintaining a competitive advantage.High performance work system is a set of human resources practices designed and implemented by an organization in accordance with the strategic goals of the organization to improve organizational performance.Its practice content can help employees to shape a supportive overall working environment and communicate management's expectations and norms about employee behavior,such as proactive behavior.However,there is still much room for academia to study the mediating and moderating conditions of high performance work system that prompt employees to engage in proactive behavior.Especially in the existing research,there are more and more studies that regard leadership as a moderating condition that affects the implementation effect of high performance work system,but mostly focus on shared leadership,there is still a lack of research on whether relational leadership will affect the effectiveness of the high performance work system.In this study,a conceptual model of this study was proposed on the premise of reviewing a large number of relevant domestic and foreign research literature,sorting out the concept development of main variables and summarizing the research status and shortcomings.Subsequently,this study used the scales with good reliability and validity and widely used for questionnaire design and distribution to collect research data.After eliminating the invalid questionnaires with filling errors and missing information,the effective questionnaire data was input into the relevant statistical software,and the data was used for empirical analysis,the following conclusions are reached:(1)High performance work system is positively related to the employee's proactive behavior;(2)High performance work system has a significant promotion effect on work engagement;(3)The work engagement mediates the positive correlation between the high performance work system and the employee's proactive behavior;(4)Leader member exchange negatively to regulate the relationship between the high performance work system and the employee's work engagement.(5)Leader member exchange negatively moderated the mediating effect of work engagement on the positive relationship between the high performance work system and employee's proactive behavior.According to the conclusions of the study,this study puts forward the following suggestions for enterprises:First,pay attention to high performance work system,design good high performance work management practices and ensure their effective implementation,in order to increase the level of employee work engagement and promote employees to engage in proactive behavior;Second,For those employees who have no or less access to the workresources provided by the human resources management practices in the high performance work system,the enterprise should make up for the work resources through the role of the leader,so as to increase the degree of their work engagement and promote their more proactive behavior;Third,to encourages employees to behave in ways that the organization expects,such as proactive behavior.Finally,this article explains the conclusion of this study based on empirical results,and points out the deficiencies in the research,in order to provide a reference for future research.