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首页> 外文期刊>Journal of Applied Psychology >Impact of High-Performance Work Systems on Individual-and Branch-Level Performance: Test of a Multilevel Model of Intermediate Linkages
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Impact of High-Performance Work Systems on Individual-and Branch-Level Performance: Test of a Multilevel Model of Intermediate Linkages

机译：高性能工作系统对个人和分支机构绩效的影响：中间链接的多层次模型的测试

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摘要

We proposed and tested a multilevel model, underpinned by empowerment theory, that examines the processes linking high-performance work systems (HPWS) and performance outcomes at the individual and organizational levels of analyses. Data were obtained from 37 branches of 2 banking institutions in Ghana. Results of hierarchical regression analysis revealed that branch-level HPWS relates to empowerment climate. Additionally, results of hierarchical linear modeling that examined the hypothesized cross-level relationships revealed 3 salient findings. First, experienced HPWS and empowerment climate partially mediate the influence of branch-level HPWS on psychological empowerment. Second, psychological empowerment partially mediates the influence of empowerment climate and experienced HPWS on service performance. Third, service orientation moderates the psychological empowerment-service performance relationship such that the relationship is stronger for those high rather than low in service orientation. Last, ordinary least squares regression results revealed that branch-level HPWS influences branch-level market performance through cross-level and individual-level influences on service performance that emerges at the branch level as aggregated service performance.
机译：我们提出并测试了一个以授权理论为基础的多层次模型，该模型检查了在个人和组织层次上将高性能工作系统（HPWS）与绩效结果联系起来的过程。数据来自加纳2个银行机构的37个分支机构。层次回归分析的结果表明，分支机构的HPWS与授权环境有关。此外，检查假设的跨级别关系的层次线性建模的结果显示了3个重要发现。首先，经验丰富的HPWS和授权环境部分地调节了分支机构HPWS对心理授权的影响。其次，心理授权部分地调解了授权气氛和经验丰富的HPWS对服务绩效的影响。第三，服务导向减轻了心理授权与服务绩效之间的关系，从而使服务导向高而不是低的关系更为牢固。最后，普通最小二乘回归结果显示，分支机构级别的HPWS通过跨部门和个人级别对服务绩效的影响来影响分支机构市场的绩效，这些影响在分支机构中以汇总的服务绩效形式出现。

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