一线经理与员工对高绩效工作系统的感知差异对 员工离职意向的影响 -自我牺牲型领导力的调节作用-The Effect of First-line Managers and Employees Perceived High-Performance Work System Gap on Employee Turnover Intention -The Moderate Effect of Self-Sacrificial Leadership-
- Other Titles
- The Effect of First-line Managers and Employees Perceived High-Performance Work System Gap on Employee Turnover Intention -The Moderate Effect of Self-Sacrificial Leadership-
- Authors
- 백배배(白培培); 이용진
- Issue Date
- 2021
- Publisher
- 한중사회과학학회
- Keywords
- High-Performance Work System; Perceived High-Performance Work System gap; Self-Sacrificial Leadership; Employee Turnover Intention; 高绩效工作系统; 高绩效工作系统感知差异; 自我牺牲型领导力; 离职意向
- Citation
- 한중사회과학연구, v.19, no.3, pp.144 - 161
- Journal Title
- 한중사회과학연구
- Volume
- 19
- Number
- 3
- Start Page
- 144
- End Page
- 161
- URI
- https://scholarworks.bwise.kr/hongik/handle/2020.sw.hongik/16333
- ISSN
- 1738-0456
- Abstract
- 在中国特色市场经济背景下,学者们开始质疑高绩效工作系统(High-performance work systems,简称HPWS)是否始终对组织和员工的绩效具有积极的影响。为此,学者们的研究转向不同层次HPWS对员工态度和行为的影响。然而一线经理与员工对HPWS感知差距对员工离职意向的影响尚未被实证。为了探讨这种差距对员工离职意向的影响,以及自我牺牲型领导力在它们之间的调节作用,本文对31位一线经理和241位员工的配对数据进行多元回归分析。研究结果表明一线经理感知的HPWS与员工感知的HPWS之间的差距是引起员工离职意向上升的原因。研究结果中值得瞩目的是,自我牺牲型领导力能够有效缓解这种差距对员工离职意向的影响。本研究的结果不仅为HPWS及领导力的研究文献增添了新的研究视角,也为组织获得最佳HPWS实施效果提供了新的途径。
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Collections - College of Business Management > Global Business Administration Major > 1. Journal Articles
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