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文章通过对来自江苏和山东企事业单位的383位员工进行问卷调研,探究了高绩效工作系统对员工组织认同的影响,并实证检验了程序公平和主管支持在其中起到的作用。研究结果显示,高绩效工作系统与员工组织认同显著正相关;其中,程序公平起部分正向中介作用,主管支持起负向调节作用;进一步,高绩效工作系统和主管支持间的调节效应完全通过程序公平正向影响员工组织认同。
The article surveys 383 employees from Jiangsu and Shandong enterprises and institutions and explores the impact of high-performance work systems on employees’ organizational identity, and empirically tests the role of procedural fairness and executive support. The results show that there is a significant positive correlation between high performance work system and employee organization identity. Among them, fairness plays a part of positive intermediary role and supervisor supports negative regulation. Furthermore, the regulatory effect between high performance work system and supervisor support is completely passed Fair and positive impact on employee organization.