高绩效工作系统对新生代员工创新绩效影响
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摘要
文章通过对不同类型组织中的新生代知识型员工进行问卷调研,基于AMO模型的能力提升、动机激励和授权参与三个维度,探讨高绩效工作系统对新生代知识型员工创新绩效的作用机制,同时分析员工敬业度发挥的中介作用。研究结果表明:高绩效工作系统的能力提升、动机激励、授权参与对新生代知识型员工的创新绩效有显著的正向影响,其中,动机激励对员工创新绩效的影响最为显著;员工敬业度分别对能力提升、动机激励、授权参与和员工创新绩效的正向关系起到中介作用。给研究高绩效工作系统对员工心理和行为的影响机制提供理论依据,同时为企业施行适合新生代知识型员工的系统化人力资源实践、提升员工的创新绩效提供借鉴。
With a questionnaire survey on the new generation of knowledge employees in different types of organizations,and based on the three dimensions of AMO model: capability improvement,motivation incentive and authorized participation,this paper explores the effect mechanism of high performance work system on the innovative performance of new generation of knowledge employees,and analyzes the mediating role of employee engagement. The study results show that: The capability improvement,motivation incentive and authorized participation have significant positive impacts on the innovative performance of new generation of knowledge employees. Among them,motivation incentive has the most significant impact on employees' innovation performance; Employee engagement has a mediating effect on the positive relationship between capability improvement,motivation incentive,authorized participation and employee innovation performance respectively. The study provides a theoretical basis for the research of the effect mechanism of high performance work system on employees' psychology and behavior,and offers a reference for the implementation of the systematic human resource practice suitable for the new generation of knowledge employees and the enhancement of their innovation performance.
With a questionnaire survey on the new generation of knowledge employees in different types of organizations,and based on the three dimensions of AMO model: capability improvement,motivation incentive and authorized participation,this paper explores the effect mechanism of high performance work system on the innovative performance of new generation of knowledge employees,and analyzes the mediating role of employee engagement. The study results show that: The capability improvement,motivation incentive and authorized participation have significant positive impacts on the innovative performance of new generation of knowledge employees. Among them,motivation incentive has the most significant impact on employees' innovation performance; Employee engagement has a mediating effect on the positive relationship between capability improvement,motivation incentive,authorized participation and employee innovation performance respectively. The study provides a theoretical basis for the research of the effect mechanism of high performance work system on employees' psychology and behavior,and offers a reference for the implementation of the systematic human resource practice suitable for the new generation of knowledge employees and the enhancement of their innovation performance.
引文
[1]张军伟,龙立荣,王桃林.高绩效工作系统对员工工作绩效的影响:自我概念的视角[J].管理评论,2017,29(3):136-146.
[2]万青,陈万明,胡恩华.基于多层次分析的知识型员工创新绩效研究——考虑个人与组织双层面因素的影响[J].科研管理,2012(6):8-15.
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[8]苗仁涛,周文霞,刘军,等.高绩效工作系统对员工行为的影响:一个社会交换视角及程序公平的调节作用[J].南开管理评论,2013(5):38-50.
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[11]边长勇.“80后”登场引发职场冲击波[N].第一财经日报,2007-03-12(C05).
[12]宋欣,周玉玺,杨阳.人力资本、社会资本与心理资本对知识员工创新绩效的影响研究[J].科技和产业,2014(8):124-127.
[13]侯烜方,李燕萍,涂乙冬.新生代工作价值观结构、测量及对绩效影响[J].心理学报,2014(6):823-840.
[14]LOCKE E A,HENNE D.Work Motivation Theories[J].International Review of I/O Psychology,1986(12):1-35.
[15]AMABILE T M.The social psychology of Creativity:A componetialconceptualization[J].Journal of Personality and Social Psychology,1983,13(3):253-271.
[16]KAHN W A.Psychological conditions of personal engagement and disengagement at work[J].The Academy of Management Journal,1990,33(4):692-724.
[17]RICH B L,LEPINE J A,CRAWFORD E R.Job Engagement:Antecedents and Effects on Job Performance[J].Academy of Management Journal,2010,53(3):617-635.
[18]王丽平,韩二伟,黄娜.人力资源管理实践对员工敬业度的跨层次影响——基于组织嵌入和心理授权的中介作用[J].大连理工大学学报:社会科学版,2014(1):42-47.
[19]王丽娟,陈飞.人力资本与经济增长的动态关联性研究——基于VAR模型[J].经济问题,2017(7):32-36.
[20]GAGNE M,DECI E L.Self-Determination Theory and Work Motivation[J].Journal of Organizational Behavior,2005,26(4):331-362.
[21]谢玉华,张群艳.新生代员工参与对员工满意度的影响研究[J].管理学报,2013(8):1162-1169.
[22]HARTER J K,SCHMIDT F L,HAYES T L.Business-unitlevel Relationship between Employee Satisfaction,Employee Engagement and Business Outcomes:A Meta-analysis[J].Journal of Applied Psychology,2002,87(2):11-19.
[23]YANCEY D L.The Predictability of Performance Using the Q12 Engagement Survey[D].Chicago:Roosevelt University,2005.
[24]SAKS A M.Antecedents and consequences of employee engagement[J].Journal of Managerial Psychology,2006,21(6):21-27.
[25]张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005(3):268-270+281.
[26]韩翼.雇员工作绩效结构模型构建与实证研究[D].武汉:华中科技大学,2006.
[27]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations.[J].Journal of Personality&Social Psychology,1986,51(6):1173-1179.
[2]万青,陈万明,胡恩华.基于多层次分析的知识型员工创新绩效研究——考虑个人与组织双层面因素的影响[J].科研管理,2012(6):8-15.
[3]丁越兰,徐显航,覃鹏.新生代员工工作价值观、企业性质对创新绩效的影响[J].商业研究,2016(9):159-166.
[4]刘善仕,周巧笑,晁罡.高绩效工作系统与组织绩效:中国连锁行业的实证研究[J].中国管理科学,2005(1):142-149.
[5]方来坛,时勘,张风华.员工敬业度的研究述评[J].管理评论,2010(5):47-55.
[6]黄昱方,钱兆慧.高绩效工作系统对员工敬业度的影响机理研究[J].管理学报,2014(11):1646-1654.
[7]SCHAUFELI W B,BAKKER A B.Defining and measuring work engagement:Bringing clarity to the concept[J].2010(10):10-24.
[8]苗仁涛,周文霞,刘军,等.高绩效工作系统对员工行为的影响:一个社会交换视角及程序公平的调节作用[J].南开管理评论,2013(5):38-50.
[9]JIANG K,LEPAK D P,HU J,et al.How does human resource management influence organizational outcoms?A metaanalytic investigation of mediating mechanisms[J].Academy of Management Journal,2012,55(6):1264-1294.
[10]张徽燕,何楠,李端凤,等.中国情境下高绩效工作系统的量表开发[J].管理学家:学术版,2013(4):57-68.
[11]边长勇.“80后”登场引发职场冲击波[N].第一财经日报,2007-03-12(C05).
[12]宋欣,周玉玺,杨阳.人力资本、社会资本与心理资本对知识员工创新绩效的影响研究[J].科技和产业,2014(8):124-127.
[13]侯烜方,李燕萍,涂乙冬.新生代工作价值观结构、测量及对绩效影响[J].心理学报,2014(6):823-840.
[14]LOCKE E A,HENNE D.Work Motivation Theories[J].International Review of I/O Psychology,1986(12):1-35.
[15]AMABILE T M.The social psychology of Creativity:A componetialconceptualization[J].Journal of Personality and Social Psychology,1983,13(3):253-271.
[16]KAHN W A.Psychological conditions of personal engagement and disengagement at work[J].The Academy of Management Journal,1990,33(4):692-724.
[17]RICH B L,LEPINE J A,CRAWFORD E R.Job Engagement:Antecedents and Effects on Job Performance[J].Academy of Management Journal,2010,53(3):617-635.
[18]王丽平,韩二伟,黄娜.人力资源管理实践对员工敬业度的跨层次影响——基于组织嵌入和心理授权的中介作用[J].大连理工大学学报:社会科学版,2014(1):42-47.
[19]王丽娟,陈飞.人力资本与经济增长的动态关联性研究——基于VAR模型[J].经济问题,2017(7):32-36.
[20]GAGNE M,DECI E L.Self-Determination Theory and Work Motivation[J].Journal of Organizational Behavior,2005,26(4):331-362.
[21]谢玉华,张群艳.新生代员工参与对员工满意度的影响研究[J].管理学报,2013(8):1162-1169.
[22]HARTER J K,SCHMIDT F L,HAYES T L.Business-unitlevel Relationship between Employee Satisfaction,Employee Engagement and Business Outcomes:A Meta-analysis[J].Journal of Applied Psychology,2002,87(2):11-19.
[23]YANCEY D L.The Predictability of Performance Using the Q12 Engagement Survey[D].Chicago:Roosevelt University,2005.
[24]SAKS A M.Antecedents and consequences of employee engagement[J].Journal of Managerial Psychology,2006,21(6):21-27.
[25]张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005(3):268-270+281.
[26]韩翼.雇员工作绩效结构模型构建与实证研究[D].武汉:华中科技大学,2006.
[27]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations.[J].Journal of Personality&Social Psychology,1986,51(6):1173-1179.