How High Involvement Work Systems Influence R&D Professional's Innovative Performance: An Analysis of the Mediated Moderation Effect

Abstract

In this study, a mediated moderation model has been constructed based on 356 RD (2) consciousness moderates the effect of high involvement work systems on professional's innovative performance; (3) supervisor trust mediates the moderating effect of consciousness between high involvement work systems and professional's innovative performance. Introduction HIWSs refer to a group of human resource (HR) practices, and have received significant attention among scholars. The relationship between HIWSs and employee's attitudes and behaviors has been proved by an amount of empirical research [1]. However, most of the researches of HIWSs are aimed at manufacturing industry, and there have been few studies to select high tech industry's employees as subjects investigated. R&D professional's innovation is crucial to high tech enterprise's survival and development. So how to improve professional's innovative performance has become the urgent question to be solved. In past research, human resource management has been highlighted as one of the most influential factors in a firm’s innovative behaviors [2]. Therefore, in this study, we try to test whether HIWSs affect R&D professional's innovative performance. In the Big Five personality model, consciousness has been considered to have significant impact on employee's job performance [3]. That is to say, in the same work environment, individuals with different levels of consciousness may show different job performance. In addition, the effects of trust in supervisor on employee's attitudes and behaviors have attracted the attention of some scholars [4]. Therefore, we introduced consciousness and trust in supervisor, trying to explore their effects on the relationship between HIWSs and R&D professional's innovative performance.