發(fā)布時間：2018-04-01 10:05

  本文選題：高績效工作系統(tǒng)　切入點：員工健康　出處：《深圳大學》2017年碩士論文

【摘要】：高績效工作系統(tǒng)的國內(nèi)外研究已經(jīng)取得了豐富的研究成果,然而大多集中在高績效工作系統(tǒng)所帶來的積極影響,而對高績效工作系統(tǒng)的負面影響關(guān)注較少,特別是關(guān)于高績效工作系統(tǒng)對員工健康的影響更少。然而隨著經(jīng)濟社會的快速發(fā)展以及競爭激烈的外部環(huán)境,使得員工的健康水平正在不斷下降,同時,組織和管理者對員工健康的重視程度也不夠。鑒于此,本研究將高績效工作系統(tǒng)作為自變量,員工健康作為因變量,研究兩者之間的關(guān)系,同時探討了工作超負荷的中介作用和工作控制的調(diào)節(jié)作用;本研究以工作要求-控制理論作為理論基礎(chǔ),在閱讀國內(nèi)外研究文獻的基礎(chǔ)上,構(gòu)建理論假設(shè)和研究模型;利用SPSS19.0、Amose17.0和HLM6.08進行數(shù)據(jù)分析,檢驗各量表的信效度和理論假設(shè);最后根據(jù)數(shù)據(jù)分析結(jié)果進行討論,提出相應(yīng)的管理建議,并指出研究不足和展望。本研究通過收集28家公司的28個團隊388名員工的調(diào)查數(shù)據(jù)進行分析,得出以下結(jié)果:1.高績效工作系統(tǒng)對員工健康具有顯著的負向影響2.高績效工作系統(tǒng)與工作超負荷顯著正相關(guān)3.高績效工作系統(tǒng)與員工健康的關(guān)系中,工作超負荷起到部分中介作用4.高績效工作系統(tǒng)與工作超負荷的關(guān)系中,工作控制的調(diào)節(jié)作用并不顯著現(xiàn)有研究中,不少研究者發(fā)現(xiàn)高績效工作系統(tǒng)能夠提高員工的工作績效、工作滿意度、組織承諾、工作幸福感等。然而,本研究的結(jié)果表明,高績效工作系統(tǒng)對員工健康存在不良影響,并且工作超負荷在其中起到部分中介作用。因此,我們認為高績效工作系統(tǒng)在實施的過程中有其積極效果的一面,但同時也會由于實施過度而導(dǎo)致員工超負荷現(xiàn)象,從而影響員工的健康。
[Abstract]:The domestic and foreign research on high performance work system has made a lot of research results. However, most of them focus on the positive impact of high performance work system, but little attention has been paid to the negative impact of high performance work system. However, with the rapid development of economy and society and the highly competitive external environment, the health level of employees is declining, at the same time, In view of this, the high performance work system is regarded as the independent variable, the employee health is regarded as the dependent variable, and the relationship between them is studied. At the same time, it discusses the mediating effect of work overload and the adjustment of work control, and based on the theory of job requirement and control, on the basis of reading the domestic and foreign research literature, constructs the theoretical hypothesis and research model. SPSS 19.0 Amose 17.0 and HLM6.08 were used to analyze the data, to test the reliability and validity of each scale and the theoretical hypothesis. Finally, according to the results of data analysis, the corresponding management suggestions were put forward. And pointed out the lack of research and prospects. This study collected 388 employees of 28 teams in 28 companies to analyze the data. The following results are as follows: 1.High performance work system has a significant negative impact on employee health 2.High performance work system has a significant positive correlation with work overload 3.In the relationship between high performance work system and employee health, In the relationship between high performance work system and work overload, the adjustment effect of job control is not significant. Many researchers find that high performance work system can improve the performance of employees. Job satisfaction, organizational commitment, job well being, etc. However, the results of this study show that the high performance work system has a negative effect on employee health, and work overload plays a part role in mediating it. We think that the high performance work system has its positive effect in the process of implementation, but at the same time, it will also lead to the overloading of employees because of excessive implementation, thus affecting the health of employees.
【學位授予單位】：深圳大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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本文編號：1695073