高绩效工作系统能为何类员工带来幸福感?--基于人本主义心理学和环境心理学视角

What Kind of Employees Will Feel Blessed Through High Performance Work System?--Based on the Perspective of Humanistic Psychology and Environmental Psychology

在人力资本逐渐成为企业核心竞争力的背景下,本文根据人岗匹配理论、AMO理论、环境美学理论、组织支持理论和信号传递理论,通过对北方地区银行业304份有效样本的研究,以人本主义心理学和环境心理学为视角,针对高绩效工作系统和员工工作幸福感的关系以及组织的物理环境和非物理环境对上述关系的影响展开了研究。研究发现,高绩效工作系统给具备自我实现人格的员工带来工作幸福感。对具备自我实现人格的员工来说,良好的物理环境在高绩效工作系统和员工工作幸福感关系间具正向的调节作用;支持型的组织氛围在高绩效工作系统和员工工作幸福感之间起中介作用,关怀型领导调节了支持型的组织氛围在高绩效工作系统和员工工作幸福感之间的中介效应。

With human capital gradually becoming enterprise’s core competitiveness,based on person-organization fit theory,AMO theory,environmental aesthetics theory,organizational support theory and signaling theory,we analyze the relationship between high performance work system and employee work well-being as well as physical environment and non-physical environment’s impact on the above relationship in the perspective of humanistic psychology and environmental psychology.There are 304 effective samples from bank industry in the north of China.The research finds that high performance work system will bring work well-being to employees with self-actualized personality.For self-actualized personality enployees,good physical environment has positive moderate effect on the above relation,supporting organization atmosphere has a mediating effect on the relationship between high performance working systems and employee well-being.Caring leadership moderates the mediation effect of supporting organization atmosphere in the relationship between high performance work system and employee well-being.