The Effect Mechanism Of High Performance Human Resource Practice On Organizational Ambidexterity-a Multilevel Perspective

Though the Organizational ambidexterity plays an important role in maintaining competitive advantage,there is no consensus on the antecedents of organizational ambidexterity.It has been considered that the dual ability of leaders and senior management teams is the premise of organizational ambidexterity,and the role of organizational context in promoting consistency and adaptive development on organizational ambidexterity has been concerned.However,the existing research ignores that the ambidextrous innovation ability is the result of the interaction between leaders and employees,and individual ambidextrous innovation is affected by many factors such as organizational context and individual characteristics.The research of situational ambidexterity shows that when the organization has the characteristics of discipline,extension,trust and social support,employees show ambidextrous innovation behavior,but the mechanism of influencing individual ambidexterity is not clarified.Employees are the subject of ambidextrous innovation.High performance human resource practice is believed to promote employee's ambidextrous innovation behavior by shape and guide employees' behavior,train and expand employees' ability and enhance their motivation.At the same time,the practice of high-performance human resources can shape the organizational situation to support the development of consistency and adaptability,and promote the emergence of individual ambidexterity.In order to understand the effect mechanism of high performance human resource practice on individual ambidexterity,this study seeks the answer from the multi-level theory of strategic human resource management.Based on the fact that employee behavior is a function of ability and motivation,this paper explores the influence of high-performance human resource practice on the motivation and ability of employee ambidextrous behavior,thus developing a multi-level research framework.In addition,for the relationship between individual ambidexterity and organization ambidexterity,from the perspective of emerging "opportunities",this study proposes that informal relationship coordination plays a regulatory role in the integration of individual ambidexterity into organization ambidexterity.Our data comes from 43 managers and 194 employees of 27 independent work teams.Through cross layer analysis,the results revealed that the practice of high performance human resources affects the process of individual ambidexterity,in which the psychological security and intrinsic motivation of employees are part of the mediation.In addition,the emergence effect between individual ambidexterity and organizational ambidexterity is moderate by the relationship coordination.To sum up,this study provides a new multi-level perspective for how the practice of high performance human resources to support individual and organizational ambidexterity.