高绩效工作系统对员工创新行为的影响——基于人岗匹配的多层次模型

Influence of High-performance Work Systems on Employee Innovative Behavior Based on Multi-level Model of Person-Job Fit

中文关键词:  高绩效工作系统(HPWS)  员工创新行为  匹配理论  人岗匹配  要求—能力匹配  需求—供给匹配

英文关键词:high-performance work systems (HPWS)  employee innovation behavior  Fit Theory  Person-Job fit  Demand-Ability fit  Demand-Supply fit

中文摘要:

      创新是影响企业生存和发展的重要因素之一,而企业创新离不开员工。基于2017年收集的83家企业、805名员工的问卷调查数据,从匹配理论视角,以人岗匹配(包括要求—能力匹配和需求—供给匹配)为中介变量,探究高绩效工作系统(HPWS)对企业员工创新行为的影响机制。研究发现,高绩效工作系统及其包含的能力管理、动机管理、机会管理三个维度对员工创新行为均有正向作用,要求—能力匹配和需求—供给匹配在上述关系间发挥中介作用,且要求—能力匹配在高绩效工作系统、机会管理与员工创新行为间的中介作用大于需求—供给匹配的中介作用。建议组织在设计和实施高绩效管理系统时,要注意发挥各管理实践的协同作用,以提高员工的人岗匹配水平,进而促进员工创新。

英文摘要:

      Innovation is one of the important factors affecting the survival and development of an enterprise, and enterprise innovation cannot do without employees. Based on the questionnaire data of 83 enterprises and 805 employees collected in 2017, from the perspective of Fit Theory, using Person-Job fit (including Demand-Ability fit and Demand-Supply fit) as mediating variable, this study explores the influencing mechanism of high-performance work systems on employee innovation behavior. The research finds that high-performance work systems and its three dimensions including ability management, motivation management, and opportunity management have a significantly positive influence on employee innovation behavior. Demand-Ability fit and Demand-Supply fit have mediating effects in the above-mentioned relationship. Moreover, Demand-Ability fit has a greater mediating role than Demand-Supply fit in the relationship of high-performance work systems, opportunity management and employee innovation behavior. It is suggested that organizations should pay attention to the synergistic effect of various practices when designing and implementing high-performance management systems so as to improve the level of Person-Job fit and promote employees' innovation behavior. 