摘要
作为战略人力资源管理的核心,高绩效工作系统一直是学界讨论的热点。既有研究主要关注了高绩效工作系统的积极影响而忽视了潜在的负面影响,对高绩效工作系统与工作-家庭冲突的关系的研究结论也存在严重分歧。依据工作要求-资源模型,文章探讨了高绩效工作系统对工作-家庭冲突的影响机制及边界条件。通过对466份领导-下属配对数据的跨层次分析发现:高绩效工作系统对工作-家庭冲突具有正向影响,工作强化在其中发挥了中介作用,权变奖励领导行为对工作强化与工作-家庭冲突的关系具有干扰作用。
As the core of strategic human resource management,high-performance work system has been a hot topic of discussion in the academic community.The existing researches mainly focus on the positive effects of high-performance work system while ignoring its potential dark side,and there are serious divergences between it and work-family conflict.Drawing on job demand-resource model,this study explored the influence mechanism and boundary conditions of high-performance work system and work-family conflict.A cross-level analysis of 466 leader-subordinate pairwise data showed that:high-performance work system has a positive effect on work-family conflict,and work intensification plays a mediating role between them;contingent reward leadership has a significant interference effect on the relationship between work intensification and work-family conflict.
作者
王娟娟
陈广亮
WANG Juanjuan;CHEN Guangliang(Business School,Henan University,Kaifeng,Henan 475001;Qinghe Vocational and Technical College,Beijing Jiaotong University,Beijing 100192;School of Marxism Studies,University of Science and Technology Beijing,Beijing 100083)
出处
《商学研究》
2023年第3期91-99,共9页
Commercial Science Research
基金
国家自然科学基金面上项目“忧患型领导的理论构建、结构测量及其对员工变革反应的影响机制研究”(71672118)。
关键词
高绩效工作系统
工作强化
工作-家庭冲突
权变奖励领导行为
high-performance work system
work intensification
work-family conflict
contingent reward leadership
