Study On The Influence Mechanism Of Flexibility-oriented Human Resource Management Practice On Workforce Agility

The VUCA features of the new era are prominent,and whether employees have agility is crucial.Workforce agility reflects whether employees have the ability to respond quickly and reasonably to changes in the internal and external environment of an organization,and is a key factor for an organization to gain competitive advantage.How to improve employees’ responsiveness and agility to environmental changes has become an important issue for managers.Many companies adopt flexibility-oriented human resource management practices to cultivate employees’ broad and diversified skills to improve their agility and provide human resources guarantee for organizations to gain competitive advantages in turbulent and complex environments.However,how effective is the practice of flexibility-oriented human resource management? Does it improve workforce agility? What is the mechanism of action? These problems need further exploration and demonstration.Theoretical studies show that employees will form different attributional experiences to human resource management practices by organizations,which will affect their attitudes and behaviors.The flexibility-oriented human resource management practices will prompt employees to form positive or negative human resource attributions and thus show different behaviors or attitudes.Human resource attributions play a crucial role in the relationship between human resource practices and employee attitudes or behaviors.Based on attribution theory,this study constructs a model of the relationship between flexibilityoriented human resource management practices and workforce agility.At the same time,considering that performance pressure will affect employees’ interpretation of corporate human resource management practices,leading to the enhancement or weakening of employees’ human resource management experience.This study takes performance pressure as a situational factor to reveal the boundary conditions of different human resource attributions caused by flexibility-oriented human resource management practices.The data of this study were collected by the supervisor-employee paired questionnaire survey,and 300 valid paired questionnaires were finally obtained.SPSS25.0 and AMOS23.0 were used to verify and analyze 300 sample data.The results show that: flexibility-oriented human resource management practices and their dimensions have a positive impact on workforce agility.Flexibility-oriented human resource management practices and their dimensions positively influence the formation of commitment and control human resource attribution.Commitment human resource attribution plays a partially mediating role in the relationship between flexibility-oriented human resource management practices and workforce agility.Performance pressure positively moderated the mediating effect of commitment human resource attribution on the relationship between flexibility-oriented human resource management practices and workforce agility;However,the negative relationship between control human resource attribution and workforce agility is not significant.The mediating effect of control human resource attribution on the relationship between flexibility-oriented human resource management practice and workforce agility is not significant.