高绩效工作系统与组织公民行为模型构建——PIED和情感承诺的双中介作用  

The Model Construction of High Performance Work System and Organizational Citizenship Behavior based on the Mediation of PIED and Affective Commitment

作　　者：赵红建[1] 白少君[1] 崔萌筱 Zhao Hongjian;Bai Shaojun;Cui Mengxiao(Business School of Xi'an International Studies University,Xi'an 710128,China;International Business School of Shaanxi Normal University,Xi'an 710119,China)

机构地区：[1]西安外国语大学商学院,陕西西安710128 [2]陕西师范大学国际商学院,陕西西安710119

出　　处：《科技进步与对策》2019年第17期136-141,共6页Science & Technology Progress and Policy

基　　金：陕西省教育厅专项科研计划项目(15JK1612);陕西省统计科学研究重点项目(2019TJ011);西安外国语大学重大项目(17XWZD05);西安外国语大学科研基金项目(19XWD17)

摘　　要：基于以往高绩效工作系统能够积极影响员工角色外行为的结论,通过个体感知视角探索高绩效工作系统对组织公民行为的影响,以及员工发展投入感知和组织情感承诺的中介效用。通过对280份科技型企业员工样本的实证分析得出:①高绩效工作系统对员工组织公民行为具有显著正向影响;②员工发展投入感知、组织情感承诺在高绩效工作系统与组织公民行为间起部分中介作用。在理论上丰富了高绩效工作系统与组织公民行为的相关研究,推动了两者中间机制的研究工作。同时,在实践方面,研究结论可为科技型企业提升其员工组织公民行为提供参考。Based on conclusions from previous studies that high performance work systems exists a positive impact on employee out-role behaviors, the study investigates the effect of high performance work system on employee organizational citizenship behaviors from the individual perception perspective.Based on 280 valid samples, the empirical study shows the results that high-performance work system has a positive impact on his/her organizational citizenship behavior and perception of investment in employee development and organizational affective commitment play the mediation role between the two variables.The study has theoretical contributions on the mechanisms of HPWS affecting organizational citizenship behaviors and provides reference for the technology enterprises to improve employees' organizational citizenship behaviors.

关 键 词：高绩效工作系统 员工发展投入感知 组织情感承诺 组织公民行为 

分 类 号：F272.92[经济管理—企业管理]