高绩效工作系统对员工敬业度的影响机制研究——被调节的中介效应

发布时间：2018-06-14 09:24

本文选题：高绩效工作系统 + 个人-组织契合　；参考：《工业技术经济》2017年04期

【摘要】：本文以20家企业的467名员工为样本,运用层级回归分析方法和Bootstrap方法验证了个人-组织契合和心理契约破裂对高绩效工作系统和员工敬业度关系的影响。研究结果发现,高绩效工作系统能够显著提高员工敬业度;个人-组织契合在高绩效工作系统与员工敬业度之间起着部分中介作用;心理契约破裂在个人-组织契合与员工敬业度之间起着负向调节作用,即与高心理契约破裂水平相比,低心理契约破裂的情境下个人-组织契合对员工敬业度的影响更大;个人-组织契合对高绩效工作系统与员工敬业度的中介效应的强弱受到心理契约破裂水平高低的影响,即与高心理契约破裂相比,低心理契约破裂的情境下个人-组织契合对高绩效工作系统与员工敬业度的中介作用更强。
[Abstract]:In this paper, 467 employees in 20 enterprises were selected as samples, and hierarchical regression analysis and bootstrap method were used to verify the impact of personal-organizational fit and psychological contract breakdown on the relationship between high performance work system and employee engagement. The results show that the high performance work system can significantly improve the employee engagement and the personal-organization fit plays a part of intermediary role between the high performance work system and the employee engagement. The breakdown of psychological contract plays a negative role in regulating the relationship between personal and organizational fit and employee engagement, that is, compared with the high level of psychological contract rupture, the personal organizational fit has a greater impact on employee engagement in the context of low psychological contract rupture. The mediating effect of personal organization fit on high performance work system and employee engagement is affected by the level of psychological contract rupture, that is, compared with high psychological contract rupture. Under the situation of low psychological contract breaking down, the personal-organization fit plays a more important role in mediating high performance work system and employee engagement.
【作者单位】：中南大学;
【分类号】：F272.92

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