本研究收集與分析歷年來有關高績效工作統與離職傾向的相關資料，通過異常值分析篩檢出23篇研究，然後進行相關係數校正、抽樣誤差和群體相關性分析、研究的異質性分析及出版偏倚分析。23篇研究的樣本數為7, 685，後設分析後的研究結果顯示高績效工作系統有效降低員工的離職傾向，其效應值 (effect size) 在95％置信區間為 -.33:-.48。 ;This meta-analysis examined how the management of employees through High Performance Work System (HPWS) affect turnover intention of employees. Research done show that the relationship of HPWS and turnover intention have diverse context. Implication of HPWS adheres the Ability, Motivation and Opportunity (AMO) model will be able to manage employees through coordination of human resource practices. Employees who are capable of performance achievement, motivated by organization, and provided with opportunities to perform are more likely to be engaged, committed to the organization, and have lower turnover intention.
This study collects and analyzes the correlation of HPWS and turnover intention done by previous researchers. 23 studies with a total sample size of 7, 685 was selected after outliers identification. Further analyses are done to examine the corrected correlation coefficient of this relationship, estimate of sampling error and population correlation r, examine the heterogeneity of studies, and identify the publication bias. Result shows that HPWS is negatively related to turnover intention with effect size between -.33 and -.48 under 95% of confidence interval.