The Research On The Impact Of High Commitment Work System On Taking Charge Behavior

Under the new normal economy,the economic growth rate gradually slows down and maintains a stable trend.The state guides social and economic development to "shift",and the social environment is facing unprecedented new changes.How to motivate the smallest unit to challenge the status quo and make constructive efforts for the organization’s taking change behavior has gradually become a topic of extensive discussion in academia.Therefore,how to stimulate the value realization of human resources has become the key to organizational development.In the development trend of strategic human resource management,the high-commitment work system is also regarded as a flexible strategic human resource management model.However,in academic research and management practice,there is a relatively lack of academic research on encouraging employees to taking charge behaviors,which is a facilitative behavior based on human resource management practice.Therefore,this study starts from the organizational level,and studies the impact of high-commitment work system on employees’ taking charge behaviors,in order to explore the influence of its mediating mechanism and boundary conditions.This research focuses on the theme of improving employees’ constructive attitude towards the organization,in order to stimulate employees’ taking charge behavior.Based on the theory of social information processing,starting from the human resource management model at the organizational level,this study explores whether the high-commitment work system is effective or not.Taking charge behaviors has a direct impact,the internal mechanism of feelling responsibility for constructive change in this process,as well as personal and organizational value fitting,an interactive variable between organizations and employees,can the impact of feelling responsibility for constructive change in high-commitment work systems be affected? The boundary role played in the process of influence is expected to give full play to the sense of ownership of employees and promote the construction of the organization in such a fierce environment of organizational operation.Firstly,the realistic background and importance of the problem are introduced,and the content and methods of the study are explained;then it reviews the theory of social information processing,and makes a systematic summary and analysis of the relevant research results of the basic constructs,such as high commitment work system,felt responsibility for constructive change,taking charge behavior and person-organization value fit sorted out and analysis.Secondly,based on the social information processing theory,the research variables are correlated and the research model is designed.Thirdly,a questionnaire was designed according to the research model for data collection,and SPSS25.0 and MPLUS8.3 were used to conduct credibility and validity analysis,relevant data analysis and research hypothesis testing of the collected research sample data.Finally,the analysis conclusions of theoretical and experimental data were discussed and summarized,and targeted research management opinions were given.Through theoretical analysis and empirical research,this paper draws the following main conclusions through data analysis:(1)High-commitment work system can indeed directly affect employees’ taking charge behavior,taking charge behavior increases with the promotion of high-commitment work system;The Felt responsibility for constructive change is that the constructive mentality of employees at work will be gradually strengthened under the promotion of the highcommitment work system;Felt responsibility for constructive change plays an intermediary psychological mechanism in the relationship between the highcommitment work system and employees’ taking charge behavior,and employees with higher felt responsibility for constructive change will lead to an increase in taking charge behavior;person-organizational value fitting,as an interactive variable between organizations and persons,positively moderates the relationship between high-commitment work systems and felt responsibility for constructive change.These research results through data analysis will help to further understand the mechanism of high-commitment work system,as well as the psychological mechanism of employees under the high-commitment work system and the antecedents and boundary conditions of feeling responsibility for constructive change.Based on the findings of this study,the authors make recommendations for management practices based on variables and their relationships.Organizations should focus on improving human resource management models,and emphasize the compatibility between employees and organizational values during the implementation of management measures,so as to help shape employees’ mentality to actively build the organization and make them more courageous to taking charge behavior.