近期關於高投入工作系統的學術文獻大多以探討制度層面對於員工態度的影響，透過本研究的研究結果，證實了外在象徵物對於員工知覺、態度也能產生正向影響，故企業在實施高投入工作系統，或是其他與組織分權化相關的制度時，也應重視組織內部象徵的運用，讓象徵能夠與制度互相搭配，達到相輔相成的目的。 ;With the rise of the concept of decentralization, more and more organizations are moving away from the hierarchical system and adopting new forms of teamwork and employee empowerment systems, while encouraging cross-level interactions in an attempt to bridge the gap between management and staff.
This study used the status leveling symbols as a research topic to examine their impact on employees′ affective commitment. Low power-distance perceptions and trust in management were used as sequential mediating variables to further understand the operation of external symbols on employees′ perceptions and feelings. A total of 360 valid questionnaires were collected from a random sample of full-time workers in Taiwan. The findings revealed that status leveling symbols have a positive effect on affective commitment through low power-distance perceptions and trust in management in that order.
Most of the recent academic literature on high involvement work systems has explored the influence of organizational policies on employees′ attitudes. The findings of this study confirmed that physical symbols could also have a positive influence on employees′ perceptions and attitudes. Therefore, when implementing high involvement work systems or other systems related to decentralization, companies should also pay attention to the use of physical symbols, so that symbols and systems can complement each other finally.
