高参与工作系统和组织创新绩效:社会资本的中介作用

HIGH INVOLVEMENT WORK PRACTICES AND ORGANIZATIONAL PERFORMANCE:MEDIATION OF SOCIAL CAPITAL

根据前人的研究,本文提出了社会资本存在结构、认知和情感三个维度。在此基础上,本文提出了高参与工作系统对企业绩效的作用机制模型。通过实证研究发现,高参与工作系统通过员工和组织间的信任关系对创新绩效产生了积极影响。然而,当认知信任很高的时候,由于搭便车、过度投资等原因,认知信任的上升反而会降低企业绩效。情感信任对组织创新绩效一直具有积极的影响。以往在中国情境下进行的研究发现,高参与工作系统更有利于提高人际网络联系的紧密程度,从而不利于结构洞的形成和组织创新的发生。虽然本文没有发现高参与工作系统对人际网络紧密程度的影响,但是发现人际网络紧密程度对于创新绩效的负向影响。因此,对于中国企业而言,高参与工作系统可能是一个悖论。虽然高参与工作系统可以提高组织信任关系和相互忠诚,但也降低了结构洞和弱联系网络的形成。

Based on research of the cognition, affection and structure dimension model of social capital, the paper proposed a model of high involvement work practices on organizational performance. The empirical research found that high involvement work practices had a positive effect on innovation performance due to the trust mechanism. However, when the degree of cognitive trust was high enough, the organization performance was negative related to the cognitive trust because of free ride and over-investment. The relationship between affection trust and innovation performance was always positive. The previous research found that high involvement work practices had positive effect on the density of personal relationship and negative effect on the structural hole and organizational innovation in China. This paper showed that the density of interpersonal relationship had a negative effect on organizational performance. As a resuit, high involvement work practices would be a paradox for Chinese companies, which might strengthen the trust mechanism but also weaken the system of the structural hole and organizational innovation.