高绩效工作系统对敬业度的影响  

The Impact of High Performance Work System on Engagement

作　　者：黄昱方 刘海青 

机构地区：[1]江南大学商学院,江苏无锡214122

出　　处：《商业研究》2016年第4期112-117,共6页Commercial Research

基　　金：国家社科基金项目;项目编号:14BGL019;中央高校基本科研业务费研究专项项目;项目编号:2015JDZD11

摘　　要：基于对521名服务业和制造业员工进行的两轮调查,本文分析了高绩效工作系统感知对员工敬业度的影响,并检验了程序公平和自我监控在其中所起的作用。研究结果表明:高绩效工作系统正向影响员工敬业度;程序公平部分中介了高绩效工作系统对敬业度的影响;自我监控调节了高绩效工作系统与程序公平之间的积极关系,对于高自我监控的员工而言,高绩效工作系统对程序公平的正向影响变弱;自我监控调节了程序公平在高绩效工作系统与员工敬业度之间的中介作用,对于高自我监控的员工而言,程序公平在高绩效工作系统与员工敬业度之间的中介作用变弱。Based on a two- wave survey of 521 employees from manufacturing and service industry,this paper analyzes the impact of high performance work system（ HPWS） on employee engagement and tests the roles of procedural justice as well as self- monitoring. The results indicate that： HPWS positively affects employee engagement; procedural justice partially mediates the positive influence of HPWS on employee engagement,and self- monitoring moderates the positive relationship between HPWS and procedural justice; HPWS will exert less effect on procedural justice when employees have high self- monitoring; self- monitoring moderates the mediating effect of procedural justice on the relationship between HPWS and employee engagement; procedural justice will exert less mediating effect when employees have high self- monitoring.

关 键 词：高绩效工作系统 员工敬业度 自我监控 程序公平 

分 类 号：F272.92[经济管理—企业管理] C936[经济管理—国民经济]