2.2 High performance work practice system and knowledge
fermenting
Barthelmé (1998) was the first scholar who proposed the possibility of
combination between Bionics theory and knowledge evolution phenomenon.
Later, Chinese scholar He Jin-sheng (2005) put forward the theory of
knowledge fermenting by analogizing the theory of biological
fermentation. Knowledge fermenting is the core element of knowledge
innovation and evolution of enterprises, the theory successfully
explains the internal mechanism of knowledge spiral. The theory of
knowledge fermenting indicates that under the basis of existing
knowledge, new knowledge should be able to traverse through the process
of communication, interaction, and sharing in order to create the
innovation and proliferation of knowledge (Barthelmé, 1998). High
performance work practice system is composed of a series of
collaborative and complex human resource management practices, the
impact of high performance work practice system on knowledge fermenting
permeates all aspects of human resource management of enterprises. Zhang
Hui-yan (2015) and other scholars pointed out that learning-oriented
high performance work practice system carries out training,and it
encourages other ways to establish knowledge base and sharing mechanism.
The system encourages knowledge workers to continuouslyually reflect and
learn about the enterprises. At the same time, the system also provides
sustainable learning space for knowledge workers. For example, the
enterprises that recruit employees based on high performance work
practice system, enterprises will highly focus a lot on the basic
knowledge structure and potential learning ability of job seekers. This
type of recruitment is useful for knowledge workers to quickly integrate
into the organization and quickly acquire the new knowledge and skills
that are required by enterprises. The recruitment based on high
performance work practice system can improve the accumulation and
comprehension of the basic carrier (knowledge ontology) of knowledge
fermenting. For employee training, high performance work practice system
not only improves the employee’s technical ability to some extent, but
also enhances the social value and self-identity of employees. High
performance work practice system greatly stimulates the initiative of
employees to learn and acquire new knowledge, which also stimulates the
activity of knowledge enzyme that plays an important catalytic role in
knowledge fermenting.
As an important dimension of high performance work practice system,
cross-departmental communication and j ob rotation play an
important role in the process of knowledge fermenting. Two kinds of
human resource management systems can greatly promote communication
among knowledge workers and enhance the trust and identity among
internal knowledge workers. Two kinds of human resource management
systems also promote the circulation, extension, and sharing of
knowledge. Two kinds of human resource management systems benefit to
construct overall knowledge network and relation network.
Cross-departmental communication and job rotation also play a role in
catalyzing and promoting knowledge growth. Under the organizational
strategy and vision determined by the knowledge sourdough (social
knowledge demand),cross-departmental communication, and j ob rotation are helpful to
update new knowledge capital and knowledge type. Then cross-departmental
communication and j ob rotation can promote the growth and
diffusion of knowledge. To sum up, high performance work practice system
creates appropriate internal environment for knowledge fermenting, high
performance work practice system also provides essential elements for
knowledge fermenting and then pushes the process of knowledge
fermenting. Based on the above analysis, this study makes hypothesis 2
as follows.
Hypothesis 2: High performance work practice system can significantly
promote knowledge fermenting.