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.