中国情境下高绩效工作系统与企业绩效关系的元分析  

A Meta-analysis on the Relationship between High Performance Work System and Firm Performance in the Context of China

作　　者：张徽燕[1] 李端凤[1] 姚秦[1] 

机构地区：[1]电子科技大学经济与管理学院

出　　处：《南开管理评论》2012年第3期139-149,共11页Nankai Business Review

基　　金：国家自然科学基金面上项目(71072082);四川省科技厅软科学项目(2009ZR0077)资助

摘　　要：用传统的定性综述方法对中国情境下高绩效工作系统与企业绩效的关系强度的研究,至今尚未得出一致结论。本文运用定量综述研究最重要的统计学方法——元分析,对中国情境下高绩效工作系统与企业绩效关系的53篇实证研究文献进行了合并,共获得8788个独立样本、316个效应值,总样本量达58946个。元分析结果发现:(1)高绩效工作系统对企业绩效存在显著正向影响(rz=0.419,p<0.001),并且它对非财务类绩效(创新绩效、人力资源管理绩效、组织运作绩效)的影响大于对财务类绩效(财务会计绩效、资本市场绩效)的影响;(2)高绩效工作系统与企业绩效的相关性在中国情境下比在西方情境下更大,并且高绩效工作系统对企业绩效影响程度大于单个实践对企业绩效影响程度的简单加总;(3)信息分享与沟通、绩效考核与管理两项高绩效工作实践在中国情境下与企业绩效高度相关,而在西方文化中与企业绩效的相关性并不显著,之前国内的定性综述结论中也认为信息分享与沟通对企业绩效的贡献不大。本文的研究结果可让中国情境下高绩效工作系统与企业绩效的关系研究得出定论,并为未来的高绩效工作系统相关研究指明方向。The traditional methods on qualitative review haven＇t reached the same conclusion with the relationship between high performance work system and firm performance in the context of China. This article makes use of the statistical method -- meta- analysis, which is of great importance in the quantitative reviews, and conducts the quantitative review, based on 53 empirical stud- ies about the relationship between high performance work system and firm performance in the context of China. This paper obtains 8788 independent samples and 316 effect sizes, with a total ca- pacity of 58946 samples. The results of the meta-analysis have shown that： （1） the high performance work system is highly cor- relate with firm performance （rz =0.419,p〈0.001） in the Chinese context. What＇s more, its impact on non-financial performance （such as innovative performance, human resource management performance and organizational operation performance） is larger than its impact on financial performance （such as financial and accounting performance and capital market performance）. （2） The correlation between the high performance work system and firm performance in the context of China is larger than it in the context of western countries. In addition, compared with the impact that a particular practice in sum impose on firm performance, the high performance work system has more impact on firm performance. （3） In Chinese context, information share and communication, performance appraisal and management are highly related to firm performance, while the correlation between the two high performance work practices and firm performance is not very significant in the western culture. We can draw the conclusion that information share and communication have little contribution to firm performance from the results of the existing qualitative review in the context of China. The results of the paper could lead to the conclusion that the relationship between high performance work system and firm performance in the context o

关 键 词：高绩效工作系统 企业绩效 元分析 中 国情境 

分 类 号：F272.92[经济管理—企业管理]