员工感知的高绩效工作系统对员工绩效的影响——基于链式中介模型的分析  

Research on the Effect of Employees'Perceptions of High-Performance Work System on Employees'Performance——Analysis Based on Chained Mediation Model

作　　者：周礼[1,2] 沈康 ZHOU Li;SHEN Kang(School of Management,Zhejiang University of Technology,Hangzhou 310023,China;Academy of Social Sciences,Zhejiang University of Technology,Hangzhou 310023,China)

机构地区：[1]浙江工业大学管理学院,杭州310023 [2]浙江工业大学社会科学研究院,杭州310023

出　　处：《科技与经济》2021年第1期76-80,共5页Science & Technology and Economy

基　　金：国家自然科学基金项目——“高绩效工作系统、智力资本与组织绩效关系研究:内外部契合的视角”(项目编号:71573234,项目负责人:周礼)成果之一。

摘　　要：员工心理是影响员工绩效的重要因素。基于工作要求-资源(JD-R)模型,通过对325名服务型企业员工进行问卷调研,构建了一个链式中介模型,深入剖析了员工感知的高绩效工作系统(HPWS)通过减弱员工情绪耗竭、减少反生产行为,进而保障和提高员工绩效的作用机制。结果表明:情绪耗竭、反生产行为分别在员工感知的HPWS与员工绩效之间起中介作用,情绪耗竭和反生产行为在员工感知的HPWS与员工绩效之间起链式中介作用。该结果对于进一步揭示HPWS与员工绩效之间的中介“黑箱”,指导企业人力资源管理实践,有一定的理论和现实意义。Employees'psychology is an important factor affecting employees'performance.Based on job demand-resource(JD-R)model,325 employees of service-oriented companies were tested with the questionnaires,and a chained mediation model was built to analyze how employees'perceptions of high performance work system(EPs-HPWS)decrease and weaken employees'emotional exhaustion(EE)and counterproductive work behavior(CWB),and further ensure and improve employees'performance(EP).The empirical results showed that:EE and CWB serve as mediators between EPs-HPWS and EP respectively.EE and CWB together act as chained mediators between EPs-HPWS and EP.These conclusions have theoretical and practical significance for further revealing the“black box”between HPWS and employees'performance and guiding human resource management practices in business.

关 键 词：高绩效工作系统 员工绩效 情绪耗竭 反生产行为 

分 类 号：F272.92[经济管理—企业管理] F719[经济管理—国民经济]