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组织与员工双重视角的高绩效工作系统认知差异:前因与后果

Implemented and Perceived High Performance Work Systems: Gaps and Influences

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【Author】 Lin Congcong;Li Xiufeng;Zheng Mingchun;Wang Guofeng;School of Management Science and Engineering, Shandong Normal University;School of Labor and Human Resource, Renmin University of China;School of Economic and Management, University of Electronic Science and Technology of China;

【机构】山东师范大学管理科学与工程学院；中国人民大学劳动人事学院；电子科技大学经济与管理学院；

【摘要】本研究运用配对样本T检验和多元回归分析法,考察了组织实施的和员工感知的高绩效工作系统的差异,并进一步探究了这种差异的前因与后果。基于对36名人力资源主管和234名员工的问卷调查,结果显示:组织实施的和员工感知的高绩效工作系统之间存在显著差异;这种差异与员工心理契约破裂显著正相关;互动公平与其显著负相关;并且其在互动公平与心理契约破裂之间起到部分中介作用。更多还原

【Abstract】 The current survey was intended to distinguish the difference between implemented and perceived HPWS and to investigate the relationship between the cognitive difference in HPWS, interactional justice and psychological breach. Paired sample T test revealed that there was significant difference between implemented and perceived HPWS. Hierarchical multiple regression analysis examined that the cognitive difference in HPWS is negatively related to interactional justice and positively related to psychological breach. Furthermore, it partially mediated the influence of interactional justice on psychological breach.更多还原

【关键词】高绩效工作系统；员工感知；认知差异；
【Key words】 High Performance Work Systems； Employee Perceptions； Cognitive Difference；

【基金】国家自然科学基金“基于社会交换理论和特性激活理论的中国外派商务人员国际适应的探索研究”(71302082)资助

【文献出处】中国人力资源开发 ,Human Resources Development of China , 编辑部邮箱 ,2015年07期

【分类号】F272.92
【被引频次】15
【下载频次】662

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