高绩效工作系统对员工创新行为的跨层次影响研究:包容型领导的作用  

The Cross-Level Influence of High-Performance Work Systems and Employee Innovative Behavior:A Mediated Effect Based on Self-Efficacy

作　　者：张佳蕾 赵曙明[1] ZHANG Jialei;ZHAO Shuming(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》2024年第7期167-182,共16页Science of Science and Management of S.& T.

基　　金：国家自然科学基金重点项目(71832007)。

摘　　要：基于社会认知理论,试图探讨高绩效工作系统在组织中的不同层级是否存在感知差异,以及组织实施的HPWS对于员工行为结果的具体作用机制。通过对国内90家企业的HR经理和1350位员工收集调查数据,跨层回归分析结果表明:(1)组织实施的HPWS与员工感知的HPWS之间存在差异,但两者有很强的正相关关系。(2)包容型领导在组织实施的HPWS与员工感知的HPWS之间起到显著的调节作用,包容型领导程度越高,感知一致性更高。(3)组织实施的HPWS通过员工感知的HPWS和角色宽度自我效能感的链式中介对员工创新行为起促进作用。(4)工作自主权调节了角色宽度自我效能感和员工创新行为之间的正向关系,员工工作自主权越高,影响作用越强。With the advent of the era of knowledge economy,enterprises are gradually aware of the importance of human resource management.In order to cope with the changes in the external environment and the continuous influx of new generation of employees,enterprises need to stimulate the innovative behavior of this emerging group through the implementation of scientific and effective human resource management system,so as to cultivate talent advantages and improve core competitiveness for enterprises.As an important part of strategic human resource management,high-performance work system is generally recognized as the best combination of human resources,organizational structure,and technical practices in an organization.In past studies,HPWS has been shown to improve employee knowledge,professional skills and motivation,but many scholars have questioned its validity and monistic views.Therefore,it is necessary to study whether there are differences between different levels of HPWS from the perspective of process view,and how it affects the innovative behavior of employees.Social cognitive theory points out that individual cognition and behavior will be affected by the environment.Based on this theory,relevant variables are selected to analyze how HPWS implemented by organization achieves cross-layer influence on employee innovation behavior.We conducted a paired questionnaire survey among 90 HR managers and 1350 employees in 90 enterprises,and adopted the paired sample T-test and multi-layer linear regression method to verify the mechanism of HPWS implementation on employees'innovative behavior.The conclusions of the study are as follows:First,there is indeed a perceived difference between the HPWS implemented by organization and the HPWS perceived by employees,and there is a strong positive correlation between them.Second,inclusive leadership plays a significant moderating role between the HPWS implemented by organization and the HPWS perceived by employees,with higher levels of inclusive leadership leading to higher perc

关 键 词：高绩效工作系统 角色宽度自我效能感 员工创新行为 包容型领导 

分 类 号：F272.91[经济管理—企业管理] F273.1[经济管理—国民经济]