摘要
本文以20家企业的467名员工为样本,运用层级回归分析方法和Bootstrap方法验证了个人-组织契合和心理契约破裂对高绩效工作系统和员工敬业度关系的影响。研究结果发现,高绩效工作系统能够显著提高员工敬业度;个人-组织契合在高绩效工作系统与员工敬业度之间起着部分中介作用;心理契约破裂在个人-组织契合与员工敬业度之间起着负向调节作用,即与高心理契约破裂水平相比,低心理契约破裂的情境下个人-组织契合对员工敬业度的影响更大;个人-组织契合对高绩效工作系统与员工敬业度的中介效应的强弱受到心理契约破裂水平高低的影响,即与高心理契约破裂相比,低心理契约破裂的情境下个人-组织契合对高绩效工作系统与员工敬业度的中介作用更强。
Using the data collected from 467 employees in 20 Chinese companies,we employed hierarchical regression and bootstrap to investigate the effects of high performance work system on employee engagement,and examined the mediating role of person-organization fit and the moderating role of employees＇ psychological contract breach.Our results show that high performance work system has significant positive effect on employee engagement,and person-organization fit partially mediates this relationship.Moreover,psychological contract breach negatively moderated the positive effect of person-organization fit on employee engagement,which means for employees with low level psychological contract breach comparing with high level psychological contract breach,person-organization fit exert greater effects on employee engagement.In addition,psychological contract breach moderated the indirect effect of high performance work system on employee engagement through person-organization fit,that is,high level psychological contract breach attenuated the indirect positive effect on engagement.
出处
《工业技术经济》
CSSCI
北大核心
2017年第4期88-97,共10页
Journal of Industrial Technological Economics
关键词
高绩效工作系统
个人-组织契合
心理契约破裂
员工敬业度
被调节的中介作用
high performance work system
person-organization fit
psychological contract breach
workers engagement
moderated mediating model
