高绩效工作系统对员工工作绩效的影响:自我概念的视角

发布时间：2018-06-09 11:42

本文选题：高绩效工作系统 + 基于组织的自尊　；参考：《管理评论》2017年03期

【摘要】：以往研究主要从人力资本理论、资源基础理论、社会交换理论、社会信息加工理论等视角考察了高绩效工作系统(high-performance work systems,HPWS)的作用机制,但少有研究探讨员工自我概念在其中所起的中介作用。因此,本研究从一个新的视角——自我概念,探讨了员工基于组织的自尊在HPWS与员工工作绩效之间所起的中介作用,并考察了HPWS差异的调节效应。采用问卷调查法,以83名部门主管与388名员工为样本,运用多层线性模型、跨层次被调节的中介效应等方法进行统计分析。研究结果表明:(1)HPWS对员工工作绩效有积极的影响;(2)员工基于组织的自尊在HPWS与员工工作绩效之间起中介作用;(3)HPWS差异对HPWS与员工基于组织的自尊之间的关系具有调节作用。HPWS差异越大,两者之间的正相关关系越小;(4)HPWS差异调节了员工基于组织的自尊在HPWS与员工工作绩效之间所起的中介效应。HPWS差异越大,该中介效应越小。
[Abstract]:Previous studies have investigated the mechanism of high-performance work systems from the perspectives of human capital theory, resource-based theory, social exchange theory, social information processing theory, etc. However, few studies have explored the intermediary role of employee self-concept. Therefore, from a new perspective of self-concept, this study explores the intermediary role of organizational self-esteem between HPWS and employee performance, and examines the moderating effect of HPWS differences. A questionnaire survey was conducted with 83 department supervisors and 388 employees as samples, and a multilevel linear model was used to analyze the mediating effects of the interlayer adjustment. The results show that: 1 / 1 HPWS has a positive impact on employee performance. (2) organizational self-esteem plays an intermediary role in the relationship between HPWS and employee performance. The difference of HPWS regulates the relationship between HPWS and employee's organizational self-esteem. Action. The greater the difference between HPWs, The smaller the positive correlation between HPWS and HPWS, the smaller the mediating effect of organizational self-esteem between HPWS and employee's performance. The smaller the mediating effect is, the smaller the mediating effect is.
【作者单位】：华中农业大学经济管理学院;华中科技大学管理学院;
【基金】：国家自然科学基金重点项目(71232001);国家自然科学基金青年项目(71602065);国家自然科学基金面上项目(71671077)
【分类号】：F272.92

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