科研管理

科研管理 ›› 2018, Vol. 39 ›› Issue (11): 98-106.

• 论文 • 上一篇    下一篇

双向视角下高绩效工作系统对雇佣双方利益的影响：一项本土化研究

苗仁涛1，周文霞2，冯喜良1   

  1. 1.首都经济贸易大学劳动经济学院，北京100070；
    2.中国人民大学劳动人事学院，北京100872
  • 收稿日期:2015-12-21 修回日期:2018-02-19 出版日期:2018-11-20 发布日期:2018-11-26
  • 通讯作者: 周文霞
  • 基金资助:
    国家社会科学基金一般项目“新常态下兼顾雇佣双方利益的高绩效工作系统的结构及其作用机制的追踪研究”（16BGL099, 2016.07－2019.06）。

The effect of high-performance work system on both employers and employees under dual perspectives: A Chinese study case

Miao Rentao1，Zhou Wenxia2，Feng Xiliang1   

  1. 1. School of Labor and Economics, Capital University of Economics and Business, Beijing 100070, China；
    2. School of Labor and Human Resources, Renmin University of China, Beijing 100872, China
  • Received:2015-12-21 Revised:2018-02-19 Online:2018-11-20 Published:2018-11-26

摘要： 研究探讨了高绩效工作系统对团队创新绩效与员工幸福感的影响，以及员工感知的高绩效工作系统的中介作用和领导成员交换的调节作用。运用多层线性模型对经理与员工配对数据的研究表明：经理实施的高绩效工作系统对团队创新绩效、工作满意度及工作-生活平衡满意度有积极影响；员工感知的高绩效工作系统在经理实施的高绩效工作系统与工作满意度及工作-生活平衡满意度之间表现出部分中介作用；领导成员交换调节了经理实施的与员工感知的高绩效工作系统之间的关系；进而，领导成员交换调节了员工感知的高绩效工作系统对经理实施的高绩效工作系统与员工满意度的部分中介作用。

关键词: 高绩效工作系统, 员工感知的高绩效工作系统, 领导成员交换, 跨层次研究

Abstract: This study investigated the effects of high-performance work system (HPWS) on team innovative performance, job satisfaction and work-life balance satisfaction that included employee perceptions of HPWS as a mediator and leader-member exchange (LMX) as a moderator. Matched data was collected from 124 managers and 603 full-time employees. The results of hierarchical linear modeling revealed that managers’ implemented HPWS was positively related to team innovative performance, job satisfaction and work-life balance satisfaction; employee perceptions of HPWS partially mediated the relationships between managers’ implemented HPWS and job satisfaction and work-life balance satisfaction; and LMX moderated the positive relationship between managers’ implemented HPWS and employee perceptions of HPWS; furthermore, the moderating role of LMX on the relationship between managers’ implemented HPWS and job satisfaction was partially mediated by employee perceptions of HPWS.

Key words: high-performance work system (HPWS), perceived HPWS, leader-member exchange (LMX), cross-level study