Is it worth it? Linking perceived high-performance work systems and emotional exhaustion: The mediating role of job demands and job resources

The present study utilizes the job demands–resources model and examines the effects of employees’ perceptions of high-performance work systems (HPWS) on emotional exhaustion. For the needs of this study, structural equation modeling (SEM) was used on a sample of 343 frontline employees in a Greek manufacturing company. The findings do not support the critical arguments regarding HPWS, which suggest that these systems lead to work intensification and emotional exhaustion through increased job demands. In contrast, HPWS was positively related to job resources, although no support was found for a direct and negative relationship with emotional exhaustion. Last but not least, this study calculates HPWS as both a system and bundles of practices and provides useful insights regarding the differences between the two different measurement methods. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and resources and employees’ emotional exhaustion.     

高校高绩效工作系统与研究生产率:成就动机的调节效应

大量研究表明,高绩效工作系统对绩效具有积极的预测作用.然而,其影响机制仍然是个"黑箱".通过引入调节变量成就动机,一项规范的实证研究被用来考察我国高校高绩效工作系统对不同成就动机教师研究生产率的影响差异,为我国高校人力资源实践提供科学指导.     

高绩效工作系统对员工创新行为的影响 ——基于人岗匹配的多层次模型

创新是影响企业生存和发展的重要因素之一,而企业创新离不开员工.基于2017年收集的83家企业、805名员工的问卷调查数据,从匹配理论视角,以人岗匹配(包括要求—能力匹配和需求—供给匹配)为中介变量,探究高绩效工作系统(HPWS)对企业员工创新行为的影响机制.研究发现,高绩效工作系统及其包含的能力管理、动机管理、机会管理三个维度对员工创新行为均有正向作用,要求—能力匹配和需求—供给匹配在上述关系间发挥中介作用,且要求—能力匹配在高绩效工作系统、机会管理与员工创新行为间的中介作用大于需求—供给匹配的中介作用.建议组织在设计和实施高绩效管理系统时,要注意发挥各管理实践的协同作用,以提高员工的人岗匹配水平,进而促进员工创新.