The Research On The Influence Mechanism Of Different Oriented Human Resource Management Systems On Employee Well-being And Turnover Intention

With the continuous improvement of living standards,people pay more attention to their spiritual needs under the context where their material needs can be easily met.However,due to today’s pursuit of rapid economic development,many employees are required to work too long hours and suffer from great work pressure,thus facing the aggravated conflict between work and family,the decrease in their perception of happiness and the increase in their resignation tendency.Based on the Chinese scenario of management,this paper divides human resource management(HRM)systems into control-oriented HRM systems and commitment-oriented HRM systems to respectively discuss the impact of commitment-oriented HRM systems on employee well-being and the impact of control-oriented HRM systems on turnover intention;Secondly,based on the job demand-resource model,we further examine the dual mediating roles of work-family facilitation and work-family conflict.Finally,considering that local HRM systems are usually both control-oriented and commitment-oriented,different HRM systems will influence each other.,this paper investigates the control-oriented and commitment-oriented HRM systems respectively as the function boundaries of each other.That is to investigate the mutual adjustment between different oriented HRM systems.This study was conducted on regular employees from financial services,information technology,manufacturing,retail and other industries in Beijing,Shanghai and other cities.376 copies of valid data were obtained from 400 employees and analyzed with SPSS,AMOS and other software.Finally,the research found that:(1)Commitment-oriented HRM systems had a positive effect on employee well-being,and control-oriented HRM systems had a positive effect on turnover intention;(2)Work-family facilitation played a partial mediating role in the positive relationship between commitment-oriented HRM systems and employee well-being,and workfamily conflict played a partial mediating role in the positive relationship between controloriented HRM systems and employee turnover intention;(3)Control-oriented HRM systems positively moderated the relationship between commitment-oriented HRM systems and workfamily facilitation,and further moderated the mediating effect of work-family facilitation;Commitment-oriented HRM systems negatively moderated the relationship between controloriented HRM systems and work-family conflict,however,the moderated mediating effect was not verified.The research conclusion provides theoretical reference for enterprises to provide HRM systems that not only promotes enterprise efficiency but also meets employees’ emotional demands.