The Study of High Performance Work System And Employee Performance─ With The Moderating Role of Work-family Conflict

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：33

、訪客IP：18.118.166.180

姓名

阮仁傑(Jen-chieh Juan) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

(The Study of High Performance Work System And Employee Performance─ With The Moderating Role of Work-family Conflict)

相關論文

★ 人格特質對工作績效影響之探討-以F銀行財富管理事業群人員為例	★ 護理人員的人格特質與工作滿意及工作績效之關係—以工作壓力為調節變項
★ 護理人員之工作壓力、工作動機、工作滿意與工作績效的影響-以某公立醫院為例	★ 心理契約與勞雇關係之關聯性探討
★ 情緒智力對工作動機、工作滿意及工作績效之影響-以人力資源工作者為例。	★ 社會人際行為模式測驗與工作績效間關連性之探討
★ 財務與非財務獎酬對工作動機與工作滿意度之干擾研究-以M直銷公司為例	★ 薪酬制度與員工績效表現之個案研究
★ 領導行為、員工創新行為及績效表現關聯性之個案探討	★ 高科技廠商薪資策略與離職率關係之探討
★ 人力資源管理系統與組織文化之交互作用對組織績效的影響	★ 情境式與行為描述式結構性面談之比較研究
★ 日薪人員與月薪人員之工作動機傾向對其工作績效與工作滿意之影響	★ 本地員工人格特質與對外派人員的利他行為、互動適應之關連探討
★ 五大人格量表的效用分析—以Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型為例	★ 工作動機的效用分析

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

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。

摘要(英)

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.

關鍵字(中)

★ 高工作績效系統
★ 職家衝突
★ 員工績效

關鍵字(英)

★ High Performance Work System
★ Work-family Conflict
★ Employee Performance

論文目次

ABSTRACT (CHINESE) IV
ABSTRACT V
TABLE OF CONTENTS VII
LIST OF TABLES IX
LIST OF FIGURES X
Chapter One Introduction 1
Chapter Two Literature Review 3
2.1 High performance work system 3
2.2 Employee performance 6
2.3 Work-family conflict 7
Chapter Three Methodology 12
3.1 Research framework 12
3.2 Sample and procedure 13
3.3 Measures 13
3.3.1 High performance work system 13
3.3.2 Employee performance 14
3.3.3 Work-family conflict 14
3.3.4 Control variable 14
3.4 Methods 15
3.4.1 Descriptive statistics analysis 15
3.4.2 Reliability analysis 15
3.4.3 Factor analysis 15
3.4.4 Correlation analysis 16
3.4.5 Regression analysis 16
Chapter Four Results 17
4.1 Descriptive statistics analysis 17
4.2 Factor analysis 19
4.3 Correlation analysis 20
4.4 Regression results 21
Chapter Five Conclusion 27
5.1 Discussion 27
5.2 Managerial Implications 29
5.3 Limitations and Future Studies 30
References 32

參考文獻

1. Adams, G. A., King, L. A., & King, D. W. (1996). Relationships of job and family involvement, family social support, and work–family conflict with job and life satisfaction. Journal of applied psychology, 81(4), 411.
2. Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345-376.
3. Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16(2), 151.
4. Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job-related outcomes. Journal of management, 28(6), 787-810.
5. Appelbaum, E., Bailey, T., Berg, P. and Kalleberg, A. (2000). Manufacturing Advantage: Why High-Performance Systems Pay Off, Ithaca, NY: ILR Press.
6. April Chang, W. J., & Chun Huang, T. (2005). Relationship between strategic human resource management and firm performance: A contingency perspective. International Journal of Manpower, 26(5), 434-449.
7. Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T. (2010). The impact of diversity and equality management on firm performance: beyond high performance work systems. Human Resource Management, Vol. 49 No. 6, pp. 977-998.
8. Arthur, J.B. (1992). The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills. Industrial and Labor Review, 45, 488–506.
9. Aryee, S., Fields, D., & Luk, V. (1999). A cross-cultural test of a model of the work-family interface. Journal of management, 25(4), 491-511.
10. Becker, B. E., Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Research in personnel and human resource management.
11. Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: where do we go from here?. Journal of management, 32(6), 898-925.
12. Bellavia, G. M., & Frone, M. R. (2005). Work-family conflict. Handbook of work stress, 113-147.
13. Bianchi, S. M., & Raley, S. (2003). Changing work and family demographics. Workforce/Workplace Mismatch.
14. Bowen, D., & Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of the ‘strength’ of the HRM system. Academy of Management Review, 29(2), 203–221.
15. Boxall, P. and Purcell, J. (2003). Strategy and Human Resource Management. Palgrave Macmillan, London.
16. Bruck, C. S., Allen, T. D., & Spector, P. E. (2002). The relationship between work-family conflict and job satisfaction: A finer grained analysis. Journal of Vocational Behavior, 60, 336–353.
17. Burke, R. J., & Greenglass, E. R. (1999). Work–family conflict, spouse support, and nursing staff well-being during organizational restructuring. Journal of Occupational Health Psychology, 4(4), 327.
18. Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169-198.
19. Campbell, J. P., R. A. McCloy, S. H. Oppler, & C. E. Sager (1993). A theory of performance. In N. Schmitt and W.C. Borman(Eds.). Personnel selection, Jossey-Bass: San Francisco.
20. Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational behavior, 56(2), 249-276.
21. Chang, P. C., & Chen, S. J. (2011). Crossing the level of employee′s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management, 22(04), 883-901.
22. Chavez, Sergio Moises Afcha. (2014). An exploration of the relationship between high performance work systems and job satisfaction. Journal of CENTRUM Cathedra, 7(2), 147(19).
23. Evans, W. R., & Davis, W. D. (2005). High-performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31(5), 758-775.
24. Frone, Michael. “Work-Family Balance.” In James Quick and Lois Tetrick, eds. Handbook of Occupa- tional Health Psychology. Washington DC: American Psychological Association, 2003, pp. 143–62.
25. Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77, 65–78.
26. Frone, M. R., Barnes, G. M., & Farrell, M. P. (1994). Relationship of work-family conflict to substance use among employed mothers: The role of negative affect. Journal of Marriage and the Family, 1019-1030.
27. Frone, M. R., & Yardley, J. K. (1996). Workplace family‐supportive programmes: Predictors of employed parents′ importance ratings. Journal of Occupational and Organizational Psychology, 69(4), 351-366.
28. Frone, M. R., Yardley, J. K., & Markel, K. S. (1997). Developing and testing an integrative model of the work–family interface. Journal of vocational behavior, 50(2), 145-167.
29. Fu, N., Flood, P. C., Bosak, J., Morris, T., & O′Regan, P. (2013). Exploring the performance effect of HPWS on professional service supply chain management. Supply Chain Management: An International Journal, 18(3), 292-307.
30. Godard, J. (2001). High Performance and the Transformation of Work? The Implications of Alternative Work Practices for the Experience and Outcomes of Work. Industrial and Labor Relations Review, 54(4): 776–805.
31. Godard, J. 2004. A critical assessment of high-performance paradigm. British Journal of Industrial Relations, 42: 349-378.
32. Greenhaus, J. H., Bedeian, A. G., & Mossholder, K. W. (1987). Work experiences, job performance, and feelings of personal and family well-being. Journal of Vocational Behavior, 31(2), 200-215.
33. Greenhaus, J., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10: 76-88.
34. Guest, D.E. (1997). Human Resource Management and Performance: A Review and Research Agenda. International Journal of Human Resource Management, 8, 3, 263–276.
35. Guthrie, J. P. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of management Journal, 44(1), 180-190.
36. Guthrie, J.P., Spell, C.S., & Nyamori, R.O. (2002). Correlates and Consequences of High Involvement Work Practices: The Role of Competitive Strategy. International Journal of Human Resource Management, 13, 1, 183–197.
37. Herman, J. B., & Gyllstrom, K. K. (1977). Working men and women: Inter-and intra-role conflict. Psychology of Women Quarterly, 1(4), 319-333.
38. Hofstede, G. (2001). Culture′s consequences 2nd ed.
39. House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (Eds.). (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage publications.
40. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.
41. Hutchinson, S. and Purcell, J. (2003). Bringing Policies to Life: The Vital Role of Front Managers in People Management, London: Chartered Institute of Personnel and Development.
42. Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699-1724.
43. Jacobs, J. A. (2003). Changing hours of employment in American families. University of Pennsylvania, Sociology Department working papers.
44. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.
45. Jamieson, I., Kirk, R., & Andrew, C. (2013). Work-life balance: what generation Y nurses want. Nurse Leader, 11(3), 36-39.
46. Kahn, R. L., Wolfe, D. M., Quinn, R., Snoek, J. D., & Rosenthal, R. A. (1964). Organization stress. Studies in Role Conflict and Ambiguity, Wiley, New York.
47. Katz, D., & Kahn, R. (1978). The social psychology of organizations (2nd ed.). New York: John Wiley & Sons.
48. Kelloway, E. K., & Frone, M. R. (Eds.). (2004). Handbook of work stress. Sage publications.
49. Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research. Journal of Applied Psychology, 83, 139–149.
50. Kroon, B., van de Voorde, K., & van Veldhoven, M. (2009). Cross-level effects of high-performance work practices and burnout: Two counteracting mediating mechanisms compared. Personnel Review, 38: 509-525
51. Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A conceptual review of human resource management systems in strategic human resource management research. In J. J. Martocchio (Ed.), Research in personnel and human resource management, vol. 25:217–271. Greenwich, CT: JAI.
52. Lu, L., Gilmour, R., Kao, S. F., & Huang, M. T. (2006). A cross-cultural study of work/family demands, work/family conflict and wellbeing: the Taiwanese vs British. Career Development International, 11(1), 9-27.
53. Lu, L., Kao, S. F., Chang, T. T., Wu, H. P., & Cooper, C. L. (2008). Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan. International Journal of Stress Management, 15(1), 1.
54. Macky, K. and Boxall, P. (2007). The relationship between high-performance work practices and employee attitudes: an investigation of additive and interaction effects. International Journal of Human Resource Management, 18(4): 537–567.
55. Md-Sidin, S., Sambasivan, M., & Ismail, I. (2010). Relationship between work-family conflict and quality of life: An investigation into the role of social support. Journal of managerial psychology, 25(1), 58-81.
56. Medoff, J. L., & Abraham, K. G. (1980). Experience, performance, and earnings. Quarterly Journal of Economics, 95, 703–736.
57. Mesmer-Magnus, J. R., & Viswesvaran, C. (2005). Convergence between measures of work-to-family and family-to-work conflict: A meta-analytic examination. Journal of Vocational Behavior, 67(2), 215-232.
58. Mesmer-Magnus, J. R., & Viswesvaran, C. (2006). How family-friendly work environments affect work/family conflict: A meta-analytic examination. Journal of Labor Research, 27(4), 555-574.
59. Messersmith, J. G., & Guthrie, J. P. (2010). High performance work systems in emergent organizations: implications for firm performance. Human Resource Manage, 49(2): 241-264.
60. Michel, J. S., & Hargis, M. B. (2008). Linking mechanisms of work–family conflict and segmentation. Journal of Vocational Behavior, 73(3), 509-522. Chicago
61. Michel, J. S., Kotrba, L. M., Mitchelson, J. K., Clark, M. A., & Baltes, B. B. (2011). Antecedents of work-family conflict: A meta‐analytic review. Journal of Organizational Behavior, 32(5), 689-725.
62. Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology, 81(4), 400.
63. Osterman, P. (1995). Work – Family Programs and the Employment Relationship. Administrative Science Quarterly, 40, 681–700.
64. Pfeffer, J. (1998). The human equation. Boston: Harvard Business School Press.
65. Pierce, J. L., & Newstrom, J. W. (1980). Toward a conceptual clarification of employee responses to flexible working hours: A work adjustment approach. Journal of Management, 6(2), 117-134.
66. Ramsay, H., Scholarios, D., & Harley, B. (2000). Employees and high-performance work systems: Testing inside the black box. British Journal of Labour Relations, 38: 501-531.
67. Schor, J. (1991). The Overworked American: The Unexpected Decline of Leisure. New York: Basic Books.
68. Shih, H. A., Chiang, Y. H., & Hsu, C. C. (2010). High involvement work system, work–family conflict, and expatriate performance–examining Taiwanese expatriates in China. The International Journal of Human Resource Management, 21(11), 2013-2030.
69. Smith, V. (1997). New forms of work organization. Annual Review of Sociology, 23: 315–39.
70. Spector, P. E., Allen, T. D., Poelmans, S., Lapierre, L. M., Cooper, C. L., O’Driscoll, M., et al. (2007). Cross-national differences in relationships of work demands, job satisfaction and turnover intentions with work–family conflict. Personnel Psychology, 60, 805–835.
71. Spector, P. E., Cooper, C. L., Poelmans, S., Allen, T. D., O’Driscoll, M., Sanchez, J. I., et al. (2004). A cross-national comparative study of work/family stressors, working hours, and well-being: China and Latin America vs. the Anglo world. Personnel Psychology, 57, 119–142.
72. Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
73. Tsai, CJ. (2006). High performance work systems and organizational performance: An empirical study of Taiwan′s semiconductor design firms. International Journal of Human Resource Management; 17(9), 1512–30.
74. Wang, Y., Chen, H. T., Hsieh, C. H., Hung, Y. C. (2013). The Influence of Job Characteristic and Work/ Family Conflict toward Job Satisfaction - the Moderation Effect of Leisure Participation in Fashion Industry. Taiwan Textile Research Journal, 23(2), 51-63.
75. Way, S. A. (2002). High performance work systems and intermediate indicators of firm performance within the US small business sector. Journal of management, 28(6), 765-785.
76. Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of management, 17(3), 601-617.
77. White, M., Hill, S., McGovern, P., Mills, C., & Smeaton, D. (2003). ‘High‐performance’Management Practices, Working Hours and Work–Life Balance. British Journal of Industrial Relations, 41(2), 175-195.
78. Wood, S., & Wall, T. D. (2002). Human resource management and business performance. In P. Warr (Ed.), Psychology at work (pp. 351– 374). London: Penguin.
79. Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18(2), 295-320.
80. Youndt. M., Snell, S. A., Dean, J. W., Jr., & Lepak, D. P., 1996. Human Resource Management, Manufacturing Strategy, and Firm Performance. Academy of Management Journal, 39(4): 836-866.
81. Zhang, M., Fan, D., & Zhu, C. J. (2014). High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics, 120(3): 423-435

Unpublished thesis
1. Martinaityte, I. (2014). Leveraging employee creativity through high performance work systems: a multilevel perspective (Doctoral dissertation, Aston University).

指導教授

房美玉(Mei-yu Fang)

審核日期

2015-7-24

推文