高績效工作系統對工作績效之影響：人力資本及員工創意自我效能之調節式中介模型檢測

High Performance Work System and Employee Job Performance: A Moderated Mediation Model of Human Capital and Creative Self-Efficacy

呂家美(Chia-Mei Lu) ； 陳世哲(Shyh-Jer Chen) ； 王議賢(Yi-Hsien Wang) ； 曹瓊文(Chiung-Wen Tsao)

《人力資源管理學報》 19卷2期 (2019/12) Pp. 133-164

https://doi.org/10.6147/JHRM.201912_19(2).0006

摘要

從資源基礎理論（resource-based view, RBV）及能力－動機－機會（ability-motivation-opportunity, AMO）理論的觀點，跨層次分析鑲嵌於員工本身之人力資本在高績效工作系統（high performance work system, HPWS）與工作績效關係間之中介效果，並檢視員工創意自我效能（creative self-efficacy, CSE）對上述中介機制的調節影響。從120家獨立及連鎖美容／美髮店，以一位店長對三位美容師／美髮設計師，共360組配對的有效樣本分析發現，員工人力資本中介HPWS與個人工作績效的正向關係，以及員工的CSE高低將影響人力資本中介效果顯著與否。研究結果顯示在跨層次的HPWS研究中，納入員工人力資本及CSE解釋員工績效的適切性，除嘗試釐清HPWS與工作績效間關係之疑義，亦提供相關管理與實務意涵。

關鍵字

高績效工作系統 ； 人力資本 ； 創意自我效能 ； 工作績效

並列摘要

Drawing on the resource-based view (RBV) and the ability-motivation-opportunity (AMO) perspective, the strategic human resource management research is advanced by a joint investigation of the mediation role of human capital embedded in employees in linking high performance work system (HPWS) and employee job performance and the moderating role of creative self-efficacy (CSE) in influencing the mediation. This study tested the above moderated mediation model with matched data from 360 professional beauticians/ hairdressers and their store managers of 120 chained and independent beauty/hair salons (with one store manager to three beauticians/hairdressers). The multi-level analysis results showed that human capital mediated the positive relationship between HPWS and job performance. Moderated mediation analysis of individual-level CSE further indicated that human capital mediated the HPWS-employee creativity performance relationship for employees with low level of CSE. Theoretical and practical implications of our findings are also provided.

並列關鍵字

high performance work system (HPWS) ； human capital ； creative self-efficacy (CSE) ； job performance

參考文獻

Becker, B. E., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801. doi:10.2307/256712

Bontis, N. (1998). Intellectual capital: An exploratory study that develops measures and models. Management Decision, 36(2), 63-76. doi:10.1108/00251749810204142

Boxall, P., & Macky, K. (2008). Research and theory on high-performance work systems: Progressing the high-involvement stream. Human Resource Management Journal, 19, 3-23. doi:10.1111/j.1748-8583.2008.00082.x

Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of the “strength" of the HRM system. Academy of Management Review, 29, 203-221. doi:10.2307/20159029

Carmeli, A., & Schaubroeck, J. (2007). The influence of leaders' and other referents' normative expectations on individual involvement in creative work. The Leadership Quarterly, 18, 35-48. doi:10.1016/j.leaqua.2006.11.001