高绩效工作系统对企业绩效的影响

摘 要

高绩效工作系统（HPWS）作为一种现代人力资源管理实践，近年来受到学术界和企业界的广泛关注。本研究以企业绩效为切入点，探讨HPWS在提升组织效率与竞争力中的作用机制。基于资源基础观和人力资本理论，本文选取了中国制造业的126家中小企业作为研究对象，通过问卷调查收集数据，并运用结构方程模型（SEM）进行实证分析。研究结果表明，HPWS对财务绩效、市场绩效和创新绩效均具有显著的正向影响，且这种影响在一定程度上受到组织文化和领导风格的调节作用。此外，员工参与度在HPWS与企业绩效的关系中起到部分中介作用，进一步验证了HPWS通过提升员工积极性和能力来促进企业发展的内在逻辑。本研究的创新点在于将HPWS的影响分解为多个维度，并引入情境因素进行综合分析，从而揭示其复杂的作用机制。这一发现不仅丰富了HPWS领域的理论框架，还为企业管理者提供了实践指导，即通过优化工作系统设计并结合适宜的文化与领导方式，能够更有效地实现绩效目标。总体而言，本研究为理解HPWS在不同背景下的适用性及其边界条件提供了新的视角，同时强调了人力资源管理实践对企业战略价值的重要性。

 High-Performance Work Systems (HPWS), as a modern human resource management practice, have garnered significant attention from both academia and the business community in recent years. This study investigates the mechanism by which HPWS enhances organizational efficiency and competitiveness, with a focus on firm performance. Grounded in the Resource-Based View and Human Capital Theory, this research selects 126 small and medium-sized enterprises (SMEs) in China's manufacturing sector as the sample, collecting data through a questionnaire survey and employing Structural Equation Modeling (SEM) for empirical analysis. The results indicate that HPWS has a significantly positive impact on financial performance, market performance, and innovation performance. Moreover, this influence is partially moderated by organizational culture and leadership style. Additionally, employee engagement plays a partial mediating role in the relationship between HPWS and firm performance, further validating the internal logic that HPWS promotes corporate development by enhancing employee motivation and capability. The novelty of this study lies in decomposing the effects of HPWS into multiple dimensions and incorporating situational factors for comprehensive analysis, thereby revealing its complex mechanisms. This finding not only enriches the theoretical fr amework of HPWS but also provides practical guidance for managers, suggesting that optimizing work system design in conjunction with appropriate cultural and leadership approaches can more effectively achieve performance ob jectives. Overall, this study offers new insights into the applicability and boundary conditions of HPWS across different contexts while emphasizing the strategic value of human resource management practices to organizations.

Keywords: High-Performance Work System; Firm Performance; Structural Equation Model; Employee Engagement; Organizational Culture

目  录
1绪论 1
1.1高绩效工作系统研究背景与意义 1
1.2国内外研究现状综述 1
1.3研究方法与技术路线 2
2高绩效工作系统的理论基础 2
2.1高绩效工作系统的概念界定 2
2.2核心构成要素分析 3
2.3理论框架与实践模型 3
2.4与传统工作系统的对比 4
3高绩效工作系统对企业绩效的影响机制 4
3.1企业绩效的衡量标准 4
3.2高绩效工作系统的作用路径 5
3.3员工行为与企业绩效的关系 5
3.4组织文化在其中的中介作用 6
4实证研究：高绩效工作系统与企业绩效的关系 6
4.1研究设计与数据来源 6
4.2变量测量与模型构建 7
4.3实证结果分析 7
4.4案例研究验证 8
结论 8
参考文献 10
致    谢 11