社会比较的视角下高绩效工作系统对员工组织认同的影响机制研究

摘要

本文基于社会比较的视角，探究了高绩效工作系统对员工组织认同形成的影响，分析了员工程序公平感在其中的中介作用和领导———成员交换的调节作用。依据苏南5家企事业单位350名员工的问卷调查，研究结果表明：（1）高绩效工作系统对员工组织认同和程序公平均存在显著正向作用；（2）高绩效工作系统是通过程序公平的部分中介作用正向影响组织认同的；（3）程序公平与组织认同的关系受到领导———成员交换的显著正向调节作用，且程序公平的中介作用也是通过领导———成员交换正向调节的。%Basing on social comparison theory , we explore that High Performance Work System will influence employees'organiza-tional identification , and this process is mediated by procedural justice and moderated by Leader -Member Exchange . Data was collected from 350 employees questionnaire survey in five large enterprises in Sunan , the analysis results showed that :(1 ) High Performance Work System had positive effects on employees organizational identification and procedural justice ; (2 ) this relationship between high perfor-mance work systems and organizational identification was partially mediated by procedural justice ;(3) Leader-Member Exchange acted as a moderated mediator which moderated the relationship between procedural justice and organizational identification . And Leader-Member Exchange positively moderated the indirect effect of High Performance Work System on organizational identification via procedural justice .