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现有高绩效工作系统(HPWS)研究的不足表现为:较少探讨情境因素对HPWS内部结构的影响、对新创企业的疏漏、对员工HPWS感知的忽视、对多层次方法应用的缺乏等。通过对64家农业新创企业及其246个员工的多层数据进行分析,文章探讨了新创企业HPWS的多层影响机制。结果表明,企业层面HPWS对员工感知的HPWS具有显著影响;组织心理所有权和心理授权在员工感知的HPWS与员工创新行为间起完全中介作用,组织支持感的中介作用未得到验证;组织创新行为对企业绩效具有显著的正向影响。最后文章讨论了研究局限和未来研究方向。
The inadequacies of the existing HPWS research include: Fewer studies on the impact of situational factors on the internal structure of HPWS, omission of new start-ups, neglect of HPWS perception of employees, and lack of application of multi-level methods. By analyzing the multi-level data of 64 agricultural start-ups and their 246 employees, the article explores the multi-layer impact mechanism of start-ups HPWS. The results showed that HPWS at the enterprise level had a significant impact on HPWS perceived by employees; organizational psychological ownership and psychological empowerment played a complete mediating role between employee-perceived HPWS and employee innovation, and the intermediary role of organizational support was not verified; Corporate performance has a significant positive impact. The final article discusses the research limitations and future research directions.