高績效工作系統於轉換型領導與員工工作績效間之角色－跨層級調節效果之觀點

The Role of HPWS Between Transformational Leadershipand the Performance of HR Professionals: Themoderating Effect of Multilevel Perspective

10.29735/SJEB.201106.0002

廖良文(Liang-Wen Liao)；林文政(Wen-Jen Lin)

轉換型領導 ； 高績效工作系統 ； 人力資源管理措施 ； HLM ； 工作績效 ； transformational leadership ； HPWS ； HRM practices ； HLM ； performance

東吳經濟商學學報

73期（2011 / 06 / 01）

29 - 66

繁體中文

本研究以政府公務單位人事主管及人事專業人員為研究樣本，以跨層級之觀點探討高績效工作系統於主管轉換型領導與員工工作績效間之調節效果，研究結果發現主管的轉換型領導風格對於員工工作績效具有正向的影響效果，且發現高績效工作系統對於員工績效具有正向的脈絡效果，尤其以審慎甄選、廣泛訓練、工作保障以及授權賦能等四項人力資源管理措施影響效果最為顯著；另透過斜率模式發現，高績效工作系統於主管轉換型領導與員工工作績效間具有跨層級調節效果，尤以授權賦能管理措施與轉換型領導之交互作用對員工工作績效之影響最為顯著，本研究同時針對高績效工作系統在公務部門之運用情境加以討論，以為後續學術研究與實務運用之參考。

The major purpose of this study is using the multilevel perspective to examine the moderated effect of HPWS between the transformational leadership of the supervisors and the performance of the professionals of Human Resource of the public officers of R.O.C. The results shows that transformational leadership contribute to higher performance. The results also suggests that there is a positively contextual impact of HPWS on the performance of the professionals. In addition, the HRM practices of selective staffing, extensive training, job security, and empowerment have the most notable effects. While using slopes-as-outcomes model, we found that the HPWS has cross-level moderating effect on the relationship between the transformational leadership of the supervisors and the performance of the HR professionals, especially the factor of empowerment. Several explanations are offers for the basis of further studies and practical uses.

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