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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67961


    Title: The sSudy of High Performance Work System And Employee Performance─ With The Moderating Role of Work-family Conflict
    Authors: 阮仁傑;Juan,Jen-chieh
    Contributors: 人力資源管理研究所
    Keywords: 高工作績效系統;職家衝突;員工績效;High Performance Work System;Work-family Conflict;Employee Performance
    Date: 2015-07-24
    Issue Date: 2015-09-23 10:05:38 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 過去20幾年來學者持續對高工作績效系統 (HPWS)與績效進行實證研究。研究皆發現實施高工作績效系統對於組織績效有正向的影響效果。組織透過一系列一致的人力資源管理措施來改變員工的工作態度與行為。高工作績效系統實施能激發員工的工作投入與工作承諾,且激勵員工在此一支持性的組織當中付出更多努力於工作上。
    然而,有研究發現組織採行高工作績效系統會對於員工的生活福祉有負向的影響。潛在的副作用如工作負荷、工作壓力、長工時、或甚至產生職家衝突 (WFC)。當員工感受緊張、時間、行為性的職家衝突時,會影響到其工作表現,降低工作產出。
    本研究藉由調查台灣企業225名員工來了解高工作績效系統對於員工績效的影響是否會受到職家衝突現象調節。結果顯示,在此研究中並無潛在的職家衝突負向調節效果存在。然而本研究發現另一現象,時間性職家衝突對高工作績效與員工績效的影響當中存在調節效果,意即員工有時間性職家衝突時會強化高工作績效對員工績效的影響;但此一現象與本研究所假設的弱化現象相互斥。;Researchers and scholars have empirically examined the relationship between high performance work system (HPWS) and performance for the past two decades. Consistent findings of HPWS showed a positive impact on employee and even organization performance. A series of coherent HR program were addressed to change employee’s working attitude and behavior. HPWS utilization would encourage more involvement and commitment from employee and motivate employee to devote more efforts in such a supporting environment.
    However, little research discussed the negative effects of HPWS on employee’s wellbeing on work and personal life. Potential detrimental outcomes of HPWS, such as workload, work stress, and long work hours, may cause work-family conflict (WFC) from employee. Individual experienced strain-based, time-based, behavior-based WFC would influence job performance and reduce the quality and quantity of work outcomes.
    A survey of 225 employees in Taiwan tested the potential moderating effect of WFC on the relationship between HPWS and job performance. Results showed that there was no significant undermining effect of WFC. Nevertheless, an interesting finding of this study is that time-based WFC had an interaction with HPWS, remarking that employee with strong time-based WFC would enhance the positive effect of HPWS on employee performance which was incompatible with extant WFC literature and also contradicted to the assumption of negative outcomes in this study.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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