高绩效工作系统与员工工作绩效——一个有调节的链式中介模型

优秀的员工是企业与组织立足的根本和底气，关于如何提升人力资源实践有效性一直是人力资源管理领域的研究重点。本文基于社会信息加工理论，探究了高绩效工作系统对员工工作绩效的影响，并将员工感知的高绩效工作系统、组织支持感和权力距离纳入研究模型，构建了有调节的链式中介模型。同时，本文还基于湖南、四川、湖北等省主要地区436名企业参与者的数据样本，运用结构方程模型进行实证分析。结果显示:部门经理实施的高绩效工作系统与员工感知的高绩效工作系统表现出较高的一致性时，高绩效工作系统可以转化为更多组织支持感以及较高水平工作绩效；但在绩效转化的路径中，权力距离调节部门经理实施的高绩效工作通过员工感知的高绩效工作系统和组织支持感最终作用于员工工作绩效的效应大小。

High Performance Work System and Employee Performance

Excellent employees are the foundation and strength of enterprises and organizations.How to improve the effectiveness of human resource practice has become an academic focal point in the field of human resource management. Drawing on the social information processing theory, this study investigates the impact of a high-performance work system(HPWS) on performance, and incorporates employees’ perception of HPWS, perceived organizational support and power distance into the theoretical model, and then constructs a moderated chain mediation model. Based on the samples of 436 enterprises participants in the main city of Hunan, Sichuan, Hubei and other provinces in China, this study does an empirical test with structural equation modeling (SEM), bootstrap and Latent Moderate Structure Equation. The analysis reveals that when manager’s implemented HPWS is consisted with employee perception of HPWS, the system can turn into more perceived organizational support and better performance. However, in the course of performance transformation, power distance affects the mediation effect of employee’s perception of HPWS and perceived organizational support in the relationship between manager’s implemented HPWS with employee performance.