高绩效工作系统一定能提高绩效吗？——一个跨层次多特征的调节模型被引量：9

Can High-Performance Work Systems Enhance Performance?A Moderating Model of Multilevel Characteristics

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摘要本文采用员工感知的高绩效工作系统(high-performance work systems,HPWS),探讨其对部门绩效与员工工作绩效的影响,并考察环境不确定性、绩效目标难度和员工成就动机在上述关系中所起的调节作用。采用问卷调查法,以82名部门主管和318名员工的配对数据为样本,运用多层线性模型、Bootstrap方法等进行统计分析。研究结果表明:(1)HPWS对部门绩效与员工工作绩效均有正向影响;(2)环境不确定性越高,HPWS对部门绩效的正向作用越强,HPWS对员工工作绩效的积极影响越大;(3)绩效目标难度越高,HPWS对员工工作绩效的正向影响越大;(4)成就动机越高,HPWS对员工工作绩效的正向作用越强。 A substantial body of strategic human resource management （SHRM） literature has suggested that human capital serves as one of the critical sources of competitive advantage, which is gained through appropriate HR systems. High-performance work systems （HPWS） is defined as a group of internally coherent and consistent human resource practices which are designed to enhance employee competence, motivation, and commitment that can ena- ble firms to gain core competitive advantage.

作者张军伟龙立荣 ZHANG Jun-wei LONG Li-rong(College of Economics and Management, Huazhong Agricultural University, Wuhan, Hubei, 430070, China School of Management, Huazhong University of Science and Technology, Wuhan, Hubei, 430074, China)

机构地区华中农业大学经济管理学院华中农业大学经济管理学院华中科技大学管理学院

出处《经济管理》 CSSCI 北大核心 2016年第10期87-99,共13页 Business and Management Journal ( BMJ )

基金国家自然科学基金重点项目“转型期和谐劳动关系:分享型领导、员工心理契约与人力资源策略研究”(71232001) 国家自然科学基金青年项目“领导宽恕的双刃剑效应及其机制研究”(71602065) 中央高校基本科研业务费专项基金项目“好制度一定能产生好结果吗?不同层次高绩效工作系统的差距效应”(2662015QD049)

关键词高绩效工作系统工作绩效环境不确定性绩效目标难度成就动机 high-performance work systems job performance environmental uncertainty performance goaldifficulty achievement motivation

分类号 C93 [经济管理—管理学]

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