组织认同视角的企业高绩效工作系统对创新绩效的影响机制——基于华为案例研究

从组织认同理论出发,依托AMO模型,将企业高绩效工作系统对创新绩效的影响机制进行深入归纳分析,整理出能力-个人层面、动机-角色层面和机会-人际层面三条影响路径,构建了一个能够解释其中作用机制的理论模型。并以华为技术有限公司为案例,将企业发展历程分为创业阶段、变革阶段和全球化阶段,通过探究不同阶段的高绩效工作系统演化对创新绩效的影响,对模型加以论证和阐释。研究发现:企业高绩效工作系统是一个协同作用的整合体系,它通过促进员工的组织认同来提升创新绩效。基于此,提出对策建议:企业在构建高绩效工作系统时,要重视员工的组织认同,提高不同策略之间的协调性,并且依据企业所处的发展阶段制定有效的策略。

Based on the theory of organizational identification, this paper analyzes influence mechanism of high performance work system on innovation performance with the help of the AMO model, and sorts out three influence paths, which are the abil- ity-person-based, motivation-role-based and chance-interpersonal levels, and constructs a theoretical model to explain the mechanism of action. Taking Huawei Technology Co., Ltd. as an example, this paper divides its development process into the stages of starting, change and glohalization, and demonstrates the model by exploring the impacts of different stages of high performance work system on innovation performance. The conclusion is drawn that the high performance work system is a collaborative integration system, which promotes the innovation performance by promoting the organiza- tional identification of employees. Finally, this study suggests that when building a high performance work system, it is necessary to pay attention to organizational identification. What is more, the managers should not only coordinate different strategies, but also develop effective strategies according to the enterprise development stage.