不同层次高绩效工作系统的差距效应:一个被调节的中介模型

发布时间：2018-08-15 15:10

【摘要】：从内容上看,高绩效工作系统(High-performance Work Systems,简称HPWS)确实能导致积极的结果。但如果HPWS不能有效地贯彻落实,员工就不能感知到组织制定的HPWS,从而导致组织对HPWS的期望效果与实际效果之间存在较大落差。这也是为什么大多企业都有一套比较完备的人力资源体系,而效果往往不佳的原因。本研究采用问卷调查法,以19名HR经理、81名部门主管与399名员工的数据为样本,考察了组织层次、部门层次与员工感知的HPWS的一致性,以及部门主管的HR责任感和员工权力距离的调节作用。跨层次分析结果表明:(1)组织层次的HPWS与部门层次的HPWS的相关不显著,但是部门主管的HR责任感在两者之间起调节作用。当部门主管的HR责任感较高时,组织层次的HPWS与部门层次的HPWS呈显著正相关,而当部门主管的HR责任感较低时,两者的HPWS呈相关不显著;(2)部门层次的HPWS对员工感知的HPWS有正向影响,并且这种影响在低权力距离员工中更强;(3)部门层次的HPWS通过正向影响员工感知的HPWS,进而作用于员工工作绩效;(4)员工权力距离调节了员工感知的HPWS在部门层次的HPWS与员工工作绩效之间所起的中介效应。员工的权力距离越低,该中介效应越强。
[Abstract]:In terms of content, High-performance Work Systems (HPWS) can indeed lead to positive results. However, if the HPWS can not be implemented effectively, the employees will not be aware of the HPWs made by the organization, which leads to the difference between the expected effect and the actual effect of the HPWS in the organization. This is why most enterprises have a relatively complete human resources system, and the results are often poor. Based on the data of 81 department heads and 399 employees of 19 HR managers, this study investigated the consistency of organizational level, department level and HPWS perceived by staff. And the HR responsibility of department head and the adjustment function of employee power distance. The results of cross-level analysis show that: (1) there is no significant correlation between HPWS at organizational level and HPWS at departmental level, but HR responsibility of department directors plays an important role in regulating the relationship between them. When HR responsibility of department head is high, HPWS at organizational level is positively correlated with HPWS at department level, but when HR responsibility is low in department head, (2) the HPWS at the departmental level had a positive effect on the perceived HPWS of the employees. And this influence is stronger in the low power distance staff; (3) the department level HPWS affects the employee's work performance through the positive influence of the employee's perceived HPWs; (4) the employee's power distance adjusts the employee's perceived HPWS HPWS at the department level. The mediating effect between the performance of the employee and the performance of the employee. The lower the employee's power distance, the stronger the intermediary effect.
【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)资助
【分类号】：F272.92

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