高绩效工作系统与个体绩效关系的元分析研究  

A Meta-analysis Study on the Relationship between High Performance Work Systems and Individual Performance

作　　者：林新奇[1] 栾宇翔 赵国龙 LIN Xin-qi;LUAN Yu-xiang;ZHAO Guo-long(School of Labor and Human Resources,Renmin University of China,Beijing,100872)

机构地区：[1]中国人民大学劳动人事学院,北京100083

出　　处：《中国劳动》2022年第1期78-90,共13页China Labor

摘　　要：随着信息技术发展及规模化商用的加快,企业必须面对数字化转型带来的各类挑战。在VUCA时代下,如何通过系统的人力资源实践活动最大程度激发员工不同类型的个体绩效,是值得深入探讨的重要课题。高绩效工作系统涉及到一系列人力资源实践活动,能够通过内部契合(人力资源实践之间一致性)及外部协同(与组织战略一致性)提升员工和组织绩效水平,但一些研究发现其对不同类型的个体绩效影响存在差异。本文依据社会交换理论,整合个体绩效的4个结果变量进行元分析处理。研究发现,高绩效工作系统能够显著影响不同类型的个体绩效,但影响作用有所差异;研究设计、发表年份、文化类型等均起到显著的调节作用;不确定性规避对工作绩效和创新绩效起着相反的调节作用。With the development of information technology and the acceleration of its commercial use on a large scale,enterprises have to face various kinds of challenges brought by digital transformation.One of the important issues in the era of VUCA which needs to be discussed and explored is how to stimulate different types of individual performance to a maximized extent through practices of systematic human resources.High Performance Work Systems(HPWS)refer to a series of human resources practices with internal fit(consistency between human resources practices)and external synergy(consistency with organizational strategy),to improve performances of employees and organizations.However,some studies have found that HPWS has different effects on different types of individual performance.Based on social exchange theory,four outcome variables of individual performance were integrated and meta-analyzed.This study found that:HPWS can significantly affect different types of individual performance,but the extent to which HPWS has the impact on this is different;such factors as research design,the year of publication and cultural type have significant moderate effect;meanwhile uncertainty avoidance has different moderating effects on job performance and innovation performance.

关 键 词：高绩效工作系统 个体绩效 元分析 

分 类 号：F272.92[经济管理—企业管理]