ABSTRACT

Recently, the strategic human resource management literature has witnessed a burgeoning interest in examining individual perceptions of HRM. However, this line of research primarily focuses on unlocking mediating processes through which experienced HR practices affect outcomes. Here, we extend the current discourse by investigating how the quality of relationship with first-line managers (FLMs) interacts with individual’s experienced high-performance work systems (HPWS) in explaining variance in such individual outcomes as task performance and knowledge sharing. Analyses of 160 dyadic data demonstrated that individual–level HPWS is positively associated with both performance measures. More conspicuously, we found that the effects of HPWS on employee outcomes become weaker under the condition of high LMX and interactional justice. We discuss the implications of our findings.

摘要

近来，战略性人力资源管理文献见证了人们对检查HRM的个人看法的兴起。但是，这方面的研究主要侧重于释放中介过程，而经验丰富的人力资源实践会通过中介过程影响结果。在这里，我们通过调查与一线经理（FLM）的关系质量如何与个人经验丰富的高性能工作系统（HPWS）相互作用来解释当前任务绩效和知识共享等个体结果的差异，从而扩展当前的论述。对160份二元数据的分析表明，个人级别的HPWS与这两种绩效指标均呈正相关。更明显的是，我们发现在高LMX和互动公正的情况下，HPWS对员工业绩的影响变得更弱。