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基于对521名服务业和制造业员工进行的两轮调查,本文分析了高绩效工作系统感知对员工敬业度的影响,并检验了程序公平和自我监控在其中所起的作用。研究结果表明:高绩效工作系统正向影响员工敬业度;程序公平部分中介了高绩效工作系统对敬业度的影响;自我监控调节了高绩效工作系统与程序公平之间的积极关系,对于高自我监控的员工而言,高绩效工作系统对程序公平的正向影响变弱;自我监控调节了程序公平在高绩效工作系统与员工敬业度之间的中介作用,对于高自我监控的员工而言,程序公平在高绩效工作系统与员工敬业度之间的中介作用变弱。
Based on two rounds of surveys of 521 service and manufacturing employees, this paper analyzes the impact of high performance work system awareness on employee engagement and examines the role that fairness and self-monitoring play in this process. The results show that: the high performance work system positively influences employee engagement; the fair part of the program mediates the impact of high performance work system on engagement; self-regulation adjusts the positive relationship between high performance work system and program fairness, For the monitored employees, the positive impact of high performance work system on program fairness is weaker; self-regulation adjusts the mediation role of program fairness between high performance work system and employee engagement. For high self-monitoring employees, Procedural fairness weakens the intermediary role between high performance work systems and employee engagement.