基于高绩效工作系统影响的知识型移动工作者工作疏离感跨层研究

A Cross Level Study of the Impacts of High Performance Work System on Mobile Knowledge Workers' Alienation

根据资源保存理论和社会交换理论,基于30家企业的175位知识型移动工作者数据,探究组织层面的高绩效工作系统对知识型移动工作者工作疏离感的跨层影响机理。研究结果表明,组织支持感和移动办公时间在高绩效工作系统对员工疏离感的影响过程中分别具有中介与调节作用;选拔性的招聘、广泛的培训、内部轮岗流动、团队工作设计、结果导向的绩效考核、薪酬激励、员工参与7项人力资源实践构成的高绩效工作系统对降低知识型移动工作者的工作疏离感有显著影响;组织支持感在二者关系间起到完全中介作用,但仅能有限削弱员工在外工作时间过长所引致的疏离感。

Using the samples of 175 mobile knowledge workers from 30 Chinese firms, this study used Hierarchical Multiple Regression （HLM） model to empirically test the mediation effect of perceived organizational support between the relationship of High Performance Work System （HPWS） and work alienation, and the moderation effect of mobile time on the relationship of perceived organizational support and work alienation. This study reached two conclusions that： first, HPWS has a significant effect on reducing mobile knowledge workers＇ work alienation through perceived organiza- tional support; second, the longer the mobile time is, the less the negative relationship between perceived organizational support and work alienation is. The managerial implication was discussed, accordingly.