战略匹配视角下高绩效工作系统对组织绩效的影响——基于模糊集定性比较分析  

The Impacts of High-PerformanceWork System on Organizational Performance from the Perspective of Strategic Fit: A Fuzzy Set Qualitative Comparative Analysis

作　　者：王肖宇 程德俊[1] 吴佳璇 WANG Xiaoyu;CHENG Dejun;WU Jiaxuan(School of Business,Nanjing University,Nanjing 210093,China)

机构地区：[1]南京大学商学院,南京210093

出　　处：《科学学与科学技术管理》2023年第11期94-110,共17页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目(72072084,71832006)。

摘　　要：虽然关于组织战略的文献普遍认为,内部匹配与外部匹配是高绩效工作系统与组织绩效之间联系的基础。但是,目前少有研究同时将两种视角纳入分析。关于高绩效工作系统的两种匹配是如何相互作用并对组织绩效产生作用的具体机制尚不清晰。为进一步明确高绩效工作系统内部不同实践之间的协同效应以及企业特定外部情境下适配的系统构型等核心问题,研究基于战略人力资源管理的理论视角和研究方法,探讨了高绩效工作系统的性质及其实现战略匹配的具体机制,并以我国华东地区283家企业为样本,对高绩效工作系统的内部匹配性质与外部权变匹配因素进行了实证分析。具体的,首先基于有效互补理论和系统理论对高绩效工作系统的内部匹配性质进行了分析,并通过fsQCA归纳出“高投入型”、“机会驱动型”、“动机—机会驱动型”三种与企业高绩效相关的人力资源组合。然后,基于权变理论,运用t检验的方法,从企业规模、企业类型以及企业战略导向三个方面,进一步探讨了高绩效工作系统的外部匹配性。The exploration of high-performance work system(HPWS)emerged in the 1980s as a typology.Research on HPWS began to flourish in the early 21st century.As an essential component of strategic human resource management(SHRM),HPWS refers to a set of human resource practices combined to improve organizational performance.However,although many scholars have now explored the conceptual connotation,constituent dimensions,and potential mechanisms of HPWS,the core issues regarding the synergistic effects between different practices within HPWS and the system configuration of adaptation in specific external contexts are still relatively vague. According to the strategic fittheory, the implementation of HPWS should not only ensure the "internal fit" between different HR practices but also maintainthe "external fit" with other structural features of the company. Does the HPWS have a variety of different matches?What are the mechanisms for interaction between human resource practices within the same system architecture? How docompanies choose the correct human resource practices for their characteristics? These unresolved questions call for furtherexploration of the internal and external matching nature of HPWS.Currently, mainstream research has mainly explored the composition and nature of HPWS from three perspectives:universalistic, configurational, and contingency. These three perspectives each make different assumptions about the internalmatching and external influences of HPWS from different perspectives. In terms of theoretical structure, the above three perspectivesseem to have summarized all possible properties of HPWS. However, they lack further integration with each other.A single perspective alone does not give us a complete and correct understanding of the nature of HPWS. According to theefficient complementarity theory and systems view, the internal fit of HPWS needs to consider two aspects: (1) the possiblemultiple heterogeneous approaches among different human resource practices, and (2) whether there is a distinc

关 键 词：高绩效工作系统 人力资源实践 战略匹配 定性比较分析 

分 类 号：F272.92[经济管理—企业管理] F279.23[经济管理—国民经济]