High-performance work systems have been widely adopted in the workplace. Previous research on high-performance work systems debated whether the generated effects are mutual gains or conflicting outcomes for employers and employees. Drawing on the job demands and resources model, this conceptual study proposes that high-performance work systems can be both beneficial and harmful by eliciting distinct perceptions in employees. Specifically, perceptions of job resources are the positive and perceptions of job demands are the negative mechanism whereby high-performance work systems affect employee job performance. This research further proposes that servant leadership strengthens the positive impact of high-performance work systems, whereas directive leadership strengthens the negative impact. Overall, this conceptual research provides new insights into the research on high-performance work systems.

中文翻译：

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哪里有光明，哪里就有黑暗：员工眼中的高性能工作系统双流程模型

高绩效工作系统已在工作场所广泛采用。之前对高绩效工作系统的研究争论了所产生的影响是雇主和雇员的共同收益还是相互冲突的结果。借鉴工作需求和资源模型，这项概念性研究提出，高绩效工作系统可以通过引发员工的不同看法而有益也有害。具体而言，对工作资源的感知是积极的，对工作需求的感知是高绩效工作系统影响员工工作绩效的消极机制。本研究进一步提出，仆人式领导加强了高绩效工作系统的积极影响，而指令性领导加强了消极影响。全面的，