高绩效工作系统对“90后”新生代员工幸福感的影响研究  

The Influence of High-performance Work System on the Well-being of the Post-90s New Generation Employees

作　　者：刘春红[1,2] 王雪翰 LIU Chunhong;WANG Xuehan(Glorious Sun School of Business and Management,Donghua University,Shanghai 200051;Shanghai International Fashion Innovation Center,Donghua University,Shanghai 200051)

机构地区：[1]东华大学旭日工商管理学院,上海200051 [2]东华大学上海国际时尚科创中心,上海200051

出　　处：《商学研究》2024年第5期67-76,共10页Commercial Science Research

摘　　要：基于386个“90后”在职员工的问卷调研数据,将组织自尊和工作负荷作为中介变量,旨在探讨高绩效工作系统效应对“90后”新生代员工幸福感的影响。经过实证分析得出以下结论:高绩效工作系统会对这一群体的幸福感体验产生双面性影响。具体而言,一方面,高绩效工作系统可以提升“90后”新生代员工的组织自尊水平,进而增加其幸福感体验;另一方面,高绩效工作系统会增加“90后”新生代员工的工作负荷,进而降低其幸福感体验。Based on the questionnaire survey data of 386 post-90s new generation employees,this study takes organizational-based self-esteem and workload as mediating variables,aiming to explore the effect of high-performance work system on the well-being of the post-90s new generation employees.Through empirical analysis,we reach the following conclusions:The high-performance work system will have a dual impact on the well-being experience of this group.Specifically,on the one hand,the high-performance work system improves the organizational-based self-esteem of the post-90s new generation employees,thus strengthening their well-being experience;on the other hand,the high-performance work system increases the workload of the post-90s new generation employees,thus reducing their well-being experience.

关 键 词：员工幸福感 工作负荷 组织自尊 高绩效工作系统 

分 类 号：F272.92[经济管理—企业管理]