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。
The current survey was intended to distinguish the difference between implemented and perceived IgPWS and to investigate the relationship between the cognitive difference in HPWS, interactinnal 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.
出处
《中国人力资源开发》
北大核心
2015年第7期46-52,共7页
Human Resources Development of China
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
关键词
高绩效工作系统
员工感知
认知差异
High Performance Work Systems
Employee Perceptions
CognitiveDifference
