PERCEIVED CONTROL HUMAN RESOURCE MANAGEMENT AND INNOVATIVE BEHAVIOR OF CHINESE UNIVERSITY TEACHERS: THE ROLE OF EMOTIONAL COMMITMENT
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Abstract
The research topic “Perceived Control Human Resource Management and Innovative Behavior of Chinese University Teachers: The Role of Emotional Commitment” aims to study 1) To explore the content of the practice of controlling human resources in Chinese universities. 2) To explore the influence of perception-controlled HRM on emotional commitment. 3) To explore the influence of emotional commitment on teachers' innovative behavior, and to reveal the mediating role of emotional commitment between controlling HRM and teachers' innovative behavior. 4) To explore the moderating role of person-post matching between controlling HRM and emotional commitment, and further study its mechanism.
The control of human resource management practice has been questioned. The use of strict control and supervision to manage teachers may lead to excessive pressure on teachers, which can easily lead to dissatisfaction and resistance, leading to the loss of teachers and a decline in organizational performance, affecting work enthusiasm and creativity. To fill this gap, this study is based on related theories and previous studies, based on fairness theory, using structural equation modeling to establish a formative model that can identify the determinants of innovative behavior. Through the study of Guangdong, China The analysis of questionnaire information of 254 teachers in colleges and universities in economically underdeveloped areas of the province shows that the high-performance work system has a significant impact on the control-oriented human resource practice and teachers’ innovative behavior; the mediating role of control-oriented human resource practices and innovative behavior. The results of this study have implications for the development and implementation of high-performance work systems in colleges and universities.
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