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高绩效工作系统与组织绩效研究述评 被引量：6

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摘要 高绩效永远是组织追求的目标,存在的根本。高绩效工作系统自提出以后,一直受到广泛关注。文章经过对相关文献的梳理,总结了国内外高绩效工作系统的研究成果以及存在的问题,并提出了未来的研究方向。
作者 吴慈生 孙薇
机构地区 合肥工业大学管理学院工商管理系主任、教授 合肥工业大学管理学院硕士生
出处 《现代管理科学》 2007年第11期84-86,共3页 Modern Management Science
关键词 高绩效工作系统 组织绩效 含义 结构 人力资源管理
分类号 C936 [经济管理—管理学]
  • 相关文献

参考文献17

  • 1Bill Harley.Employee Responses to Bigh Performance Work System Practices.An Analysis of the Awirs95 Data.The Journal of Industrial Relations,2002,44(3):418-434.
  • 2Eileen Appelbaum,Thomas Bailey,Peter Berg.Manufacturing Advantag:Why high-performance work systems pay off.Cornell University Pross,2000.
  • 3Gollan,P.and E.Davis,High involvement management and organizational change:beyond rhetoric.Unpublished paper,Labour--Management Foundation,Macquarie Graduate School of Management,Sydney,1998.
  • 4Guthrie,J.R,High Involvement Work Practices,Turnover and Productivity:Evidence from New Zealand.Academy of Management Journal,2001,44(1):180-190.
  • 5GilA Preuss.HighPerformance Work Systems and Organizational Outcomes.The Mediating Role of Information Quality.Industrial and Labor Relations Review,2003,56(4):590-505.
  • 6HarvieRamsag DoraScholaslosandBill Harley.Employees and High-performance Work Systems.Testing inside the Black Box.British Journal of Industrial Relations,2000,38(4):501-531.
  • 7JohnPaulMacduffie HumanResourceBundles and Manufacturing Performance.Organization Logic and Flexible Production Systems in the Werld Auto Industry.Industrial and Labor Relations Review,1995,48(2):197-221.
  • 8Lawler E.E.,S.A.Mohrman and G.E.Ledford Jr.Strategies for high performance organizations.San Francisco:Jossey-Bass.1998.
  • 9Peter Berg.The Effects of High Performance Work Practices on Job Satisfaction in the United States Steel Industry.Relations Industrielles,1999,54(1):111-134.
  • 10Petor Cappelli and Dayid Neumark.Do High-performance Work Practicos Improve Establement-level Outcomes?Industrial And Labor Relations Review,2001,54(4):737-775.

二级参考文献40

  • 1Ostroff, C. Human Resource Management and Firm Performance: Practices, Systems, and Contingencies[R]. Working Paper, Arizona State University, 2000.
  • 2Whitener, E M. Do "High Commitment" Human Resource Practices Affect Employee Commitment? A Cross-level Analysis Using Hierarchical Linear Modeling[J]. Journal of Management, 2001,27: 51- 56.
  • 3Gerhart, B , Wright, P M , McMahan, G C , & Snell, S A. Measurement Error in Research on Human Re-sources and Firm Performance: How Much Error is there and How Does it Influence Effect Size Estimates?[J]. Personnel Psychology, 2000,53 : 803- 834.
  • 4Godard, J. High Performance and the Transformation of Work? The Implications of Alternative Work Practices for the Experience and Outcomes of Work[J]. Industrial and Labor Relations Review, 2001,54: 776-805.
  • 5Delery, J E. Issues of Fit in Strategic Human Resource Management: Implications for Research[J]. Human Resource Management Review, 1998,8: 289-309.
  • 6Becker, B ,& Gerhart, G. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects[J]. Academy of Management Journal, 1996, 39: 779-801.
  • 7Guthrie, J P. High Involvement Work Practices, Turnover and Productivity: Evidence from New Zealand[J]. Academy of Management Journal, 2001, 44 (1) : 180- 190.
  • 8Pradoep Kumar. Rethink High-performance Work Systems[M] . Kingston, IRC Press, 2002.
  • 9Alesina A, Rodrik D. Distributive politics and economic growth[J 1. Journal of International Economics, 1994,109:465 490.
  • 10Persson T, Tabellini G. Is Inequality harmful for growth[J ]. American Economic Review, 1994,84 (3) : 60-621.

共引文献132

同被引文献35

引证文献6

二级引证文献18

现代管理科学
2007年 第11期

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