高绩效工作系统对员工的负面影响:理论视角与过程机制

The Negative Effects of High Performance Work Systems on Employees:Theoretical Perspectives and Process Mechanisms

尽管高绩效工作系统对组织与员工绩效的正向影响已得到大量研究的支持,但是高绩效工作系统也可能给员工带来负面影响,而已有文献对高绩效工作系统潜在负面结果的探究不足。基于工作要求—资源模型、自我决定理论、资源保存理论以及工作—家庭资源模型,系统回顾并阐述了高绩效工作系统负向影响员工幸福感、健康和工作—家庭冲突的中介机制,以及个体层面与组织层面的重要边界条件,阐明了高绩效工作系统如何以及在何种情况下更可能产生消极影响,构建出高绩效工作系统对员工负面影响的理论分析框架。研究结论深化了对高绩效工作系统潜在负面影响的理论阐释,并为实证研究提供了有价值的理论指导。

Although a large number of studies supported the positive effects of high performance work systems on organizational and employees’performance,high performance work systems may also have negative impacts on employees.However,the current literatures have not fully explored the potential negative outcomes of high performance work systems.Based on the job demands-resources model,conservation of resources theory,self-determination theory and work-home resources model,this paper systematically reviews and elaborates the mediating mechanisms of high performance work systems that negatively affect employees’wellbeing,physical and mental health and work-family conflicts,as well as important individual and organizational-level boundary conditions.It also explicates how and under what conditions high performance work systems will be more likely to bring about negative impacts,and proposes a theoretical framework about the negative effects of high performance work systems on employees.The results deepen the theoretical analyses of the potential negative effects of high performance work systems and provide a valuable theoretical framework for empirical research.