The Impact Of Innovation-oriented Human Resource Management Practices On Employee Innovation Performance

Human resource management is an indispensable work for the growth and operation of the organization.The work of the members in the organization is easily affected by the management environment of the organization.If human resource management is not well guided,it is difficult to ensure the orderly operation of the organization and the realization of the goal.Nowadays,innovation is the inevitable trend of the development of various fields,and the organization’s human resource management practice should not deviate from the theme of innovation in this era.For the organization,innovation is not only the task of the managers,every member of the organization is the source of innovation.Therefore,the organization needs to make good use of human resource management practice to fully mobilize the enthusiasm of employees into innovation practice,so that the innovation of employees forms a joint force to achieve the goals of the organization.Therefore,this paper discusses the relationship between innovation-oriented human resource management practices and employee innovation performance,in order to clarify the influence mechanism between the two and bring relevant management enlightenments for the organizations.Based on AMO theory,this paper establishes a research framework and holds that innovation-oriented HRM practices affect employees’ innovation performance through three dimensions: ability,motivation and opportunity,and selects corresponding mediating variables: innovation self-efficacy,self-innovation expectation and organizational innovation climate.At the same time,it is believed that employees’ personality characteristics will also affect their work behaviors to a certain extent.Therefore,based on the behavioral plasticization theory,proactive personality is introduced as a moderating variable to explore the boundary conditions of the effects of the above three intermediary paths.After putting forward the basic research hypothesis,this paper summarized and compared the mature scale of related research variables,added the control variables that may affect the accuracy of the research,designed and compiled the questionnaire of this paper,and collected the data online through the network platform.After the collection,coding and sorting of the original data,the data were imported to SPSS 26.0 and Mplus 8.3,and the reliability test and validity test were carried out,as well as the possible common method deviation was eliminated.After that,the mediating hypothesis and moderating hypothesis proposed in this paper were further tested,and the following conclusions were obtained:(1)Innovation-oriented HRM practices have a significant positive impact on employee innovation performance;(2)Innovation self-efficacy,self-innovation expectation and organizational innovation climate all play a partial mediating role in the positive relationship between innovation-oriented HRM practices and employee innovation performance;(3)Proactive personality has a negative moderating effect on the relationship between innovation-oriented human resource management practices and innovation self-efficacy,self-innovation expectation and organizational innovation climate.The conclusion of this study enriches the theoretical research on directed human resource management practices,expands the antecedent variable research on AMO model,and explores the influencing mechanism between organizational human resource management practices and employee innovation performance.At the same time,the practice also provides organizations with some management inspirations conducive to improving employee innovation performance,and provides references for organizations in the design and implementation of innovation-oriented human resource management practice activities.