The Moderating Impact of TMT Behavioral Integration on the Relationship between TMT Perceptions of HR Value and Firm Adoption of High-Performance Work Systems

高階管理團隊對人資的價值觀感與高績效工作系統：探討高階管理團隊成員間行為整合的干擾效果

10.6147/JHRM.2014.1404.04

曹瓊文(Chiung-Wen Tsao)；王議賢(Yi-Hsien Wang)

高階理論 ； 高階管理團隊 ； 高績效工作系統 ； 團隊行為整合 ； upper-echelons (UE) theory ； top management team (TMT) ； high performance work system (HPWS) ； team behavioral integration

人力資源管理學報

14卷4期（2014 / 12 / 01）

89 - 109

英文

本研究旨在探究高階管理團隊對人資的價值觀感對於企業實施高績效工作系統之影響，並探討高階管理團隊成員間行為整合對上述關係的干擾效果。本研究從「高層理論」（upper echelons theory）觀點，以111家台灣上市櫃企業為研究對象，採用高階經理人（CEO或總經理）與人資經理配對問卷調查的方式取得高階管理團隊對人資的價值觀感、團隊行為整合及企業施行高績效工作系統措施等資料，並分析各變項間之關係，同時以層級迴歸驗證高階管理團隊對人資的價值觀感與團隊行為整合交互作用對企業實施高績效工作系統之影響。實證研究結果顯示，高階管理團隊對人資的價值觀感與團隊成員行為整合交互作用顯著正向影響企業實施高績效工作系統；最後進行結果討論並提出理論與實務意涵。

A substantial number of studies have indicated a significant positive relationship between high performance work system (HPWS) and firm performance. However, a consideration of the potential effects of top management teams (TMT) in firm adoption of HPWS is largely absent from the literature studying antecedents of HPWS adoption. Using a sample of 111 Taiwanese publicly-listed firms, we draw on upper echelons theory to investigate the linkages between TMT’s perceptions of HR value, team behavioral integration, and firm adoption of HPWS. We found that TMT's perceptions of HR value positively affects the firm's adoption of HPWS. Additionally, when the level of TMT behavioral integration was accounted for, the results show that the relationship between TMT's perceptions of HR value and HPWS is significantly positive for TMT with higher degree of team behavioral integration. The contributions and implications of this study are also discussed.

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