The Relationships between High Performance Work System, Employee Outcomes and Unit Performance

• Main Authors: Hui-Ju Yang, 楊惠如
• Other Authors: Hsi An Shih
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/28073104564596911531

碩士 === 國立成功大學 === 國際企業研究所碩博士班 === 93 === 　On the basis of “behavioral perspective” of strategic human resources management, the relationship between High Performance Work System perceived by employees, employee outcomes and unit performance is the focus of this study. Meanwhile, we also try to examine the potential effects coming from perceived organizational support, organizational commitment and job satisfaction on those relationships. 　Research data were collected from employees and supervisors of Taiwanese business organizations through questionnaire. We ask the employees of 1000 companies listed in Common Wealth survey of Taiwan 2004 to provide necessary information. Matched with unit and employee’s questionnaires, 78 unit questionnaires are usable. After the works of recording and transforming survey data, we proceeded to analyze data, including correlation, factor, and structure equation model. 　Our findings can be summarized as follows. Firstly, there are positive relationships between High Performance Work System, perceived organizational support, organizational commitment, and job satisfaction. Secondly, there are positive relationships between perceived organizational support, organizational commitment, and job satisfaction. Thirdly, there is positive relationship between job satisfaction and employee outcomes. Fourthly, there is positive relationship between employee outcomes and unit performance. Supported by hierarchical regression analysis, fifthly, there is positive relationship between perceived organizational support and unit performance. Finally, there is positive relationship only between affective commitment and employee outcomes. 　The main contribution of this research is to investigate the influenced mechanism of High Performance Work System perceived by employees on employee outcomes and unit performance, which have less been examined in the previous research. Besides, the data collected in this study were from two parts, both supervisors and employees, which could relatively avert common method variance.