員工被認為是企業最重要的資產,而高績效工作系統此一人力資源措施也在近代更加受到重視。本研究之主要目的是在探討屬於組織層次的高績效工作系統、與個人層次的情感性承諾、員工建言和工作敬業心等四個研究變項之間的跨層次關係。 本研究以連鎖服務業之外場服務人員為主要研究對象,採取兩階段問卷調查蒐集資料,總共回收了401份有效問卷,並分佈於80間連鎖分店。本研究採用階層線性模式(Hierarchical Linear Modeling, HLM)進行分析,驗證本研究跨層次之假設,獲致之研究結果如下: 一、高績效工作系統對情感性承諾具有顯著的正向影響。 二、高績效工作系統對員工建言具有顯著的正向影響。 三、情感性承諾對於員工建言具有顯著的正向影響。 四、高績效工作系統對工作敬業心具有顯著正向影響。 五、情感性承諾對於工作敬業心具有顯著的正向影響。 六、情感性承諾對於高績效工作系統與工作敬業心之間的關係,具有中介效果。 藉由驗證本研究之假設,給予企業人力資源管理一些實務上之作法與建議,以為日後實施之參考。
Employees are considered to be the most important assets in companies, and high performance work system (HPWS), the human resource practice, is emphasized even more in modern time. The main purpose of this study is to find out the cross-level relationships among four variables, inclusive of HPWS, which belongs to organizational level, affective commitment, voice, and job engagement, which all belong to individual level. Meanwhile, it is to explore the mediating effect of affective commitment between high performance work system and employee’s voice/ job engagement. The principal participants of the study are service staff of chain service industry. The questionnaire survey of two phases is used in the study. There are 401 valid questionnaires, which distribute over 80 chain stores in total. The Hierarchical Linear Modeling (HLM) was used to examine the cross-level hypotheses of this study. The results of study are as follows: 1. HPWS has a significantly positive influence on affective commitment. 2. HPWS has a significantly positive influence on voice. 3. Affective commitment has a significantly positive influence on voice. 4. HPWS has a significantly positive influence on job engagement. 5. Affective commitment has a significantly positive influence on job engagement. 6. Affective commitment is a mediator between HPWS and job engagement. Based on the test of hypotheses of this study, the study gives some concrete suggestions to HRM practice and future study.