Utilizing research on organizational slack and the stereotype content model, the antecedents and consequences of high-performance work system (HPWS) utilization are assessed in a sample of 108 small and medium-sized enterprises in South Korea. The paper advances theory to demonstrate that organizational slack drives HPWS adoption, but only when the chief executive officer (CEO) views employees as worth the investment. A social psychology lens is used to illustrate the significance of CEO perceptions of employee warmth and competence as moderators of the relationship between slack resources and HPWS adoption in small firms. CEOs with available financial resources who also hold a high view of employee trustworthiness (i.e., warmth) and ability (i.e., competence) are likely to utilize higher levels of HPWS. Further, employee perceptions of CEO warmth and competence moderate the relationship between HPWS utilization and firm performance, such that high levels of perceived CEO warmth and competence enhance the efficacy of HPWS. The results serve to highlight the significance of perceptual factors in both the antecedents and outcomes of HPWS adoption, particularly in smaller firms.

中文翻译：

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他们值得吗？热情和能力感知会影响对 HPWS 的闲置资源的投资和功效

利用对组织松弛和刻板印象内容模型的研究，在韩国 108 家中小企业样本中评估了高效工作系统 (HPWS) 使用的前因和后果。该论文提出了理论，证明组织松懈会推动采用 HPWS，但前提是首席执行官 (CEO) 认为员工值得投资。社会心理学视角被用来说明 CEO 对员工热情和能力的看法作为闲置资源与小公司 HPWS 采用之间关系的调节器的重要性。拥有可用财务资源且对员工可信度（即热情）和能力（即能力）抱有高度看法的 CEO 可能会使用更高水平的 HPWS。更远，员工对 CEO 热情和能力的感知调节了 HPWS 利用率与公司绩效之间的关系，因此，高水平的 CEO 热情和能力感知增强了 HPWS 的功效。结果有助于强调感知因素在 HPWS 采用的前因和结果中的重要性，尤其是在较小的公司中。