当前位置: X-MOL 学术Journal of Management & Organization › 论文详情
Our official English website, www.x-mol.net, welcomes your feedback! (Note: you will need to create a separate account there.)
Looking at both sides of high-performance work systems and individual performance: a job demands−resources model
Journal of Management & Organization ( IF 3.640 ) Pub Date : 2021-03-25 , DOI: 10.1017/jmo.2021.4
Yuan-Ling Chen , Shyh-Jer Chen

In this study, we show how high-performance work systems (HPWS) in an organization can significantly affect employees' creative performance and burnout. To do this, we propose and test a dual-process framework that is based on HR attribution theory, ability−motivation−opportunity theory, micro- and macro-theoretical perspectives, and the job demands−resources (JD-R) model. Using data from a multisource field study with a sample of 311 participants, we found that HPWS benefited employee creative performance and did not lead to employee burnout. However, HPWS affected both job demands and job resources when employees adopted self-protection and self-enhancement strategies. Also, we found that HPWS had unique indirect effects on employee creative performance via job resources whereas job demands fully mediated the relationship between HPWS and employee burnout. The findings shed light on key aspects of HR attribution theory. We discuss accompanying theoretical and practical implications.



中文翻译:

审视高绩效工作系统和个人绩效的两面:工作需求-资源模型

在这项研究中,我们展示了组织中的高绩效工作系统 (HPWS) 如何显着影响员工的创造性表现和倦怠。为此,我们提出并测试了一个基于人力资源归因理论、能力-动机-机会理论、微观和宏观理论视角以及工作需求-资源(JD-R)模型的双流程框架。利用对 311 名参与者进行的多源实地研究数据,我们发现 HPWS 有利于员工的创造性表现,并且不会导致员工倦怠。然而,当员工采取自我保护和自我增强策略时,HPWS会影响工作需求和工作资源。此外,我们发现 HPWS 通过工作资源对员工创造性绩效产生独特的间接影响,而工作需求则完全调节 HPWS 与员工倦怠之间的关系。研究结果揭示了人力资源归因理论的关键方面。我们讨论伴随的理论和实践意义。

更新日期:2021-03-25
down
wechat
bug