高绩效工作系统与团队创新绩效：一个有调节的中介作用模型

High-performance Work System and Team Innovation Performance: A Moderated-mediation Model

摘要:

研究探讨集体效能感为中介变量与团队认同为调节变量在高绩效工作系统与团队创新绩效关系之间的作用。通过对团队主管和下属员工调研形成的配对数据进行分析发现，高绩效工作系统对团队创新绩效有积极的影响；集体效能感部分中介高绩效工作系统对团队创新绩效的正向影响；团队认同调节集体效能感与团队创新绩效的正向关系；进一步地，团队认同调节集体效能感对高绩效工作系统与团队创新绩效关系的中介作用。

Abstract:

This study examines the mediating role of collective-efficacy and the moderating role of team identification in the relationship between the use of high-performance work systems (HPWSs) and team innovation performance. The results indicate that HPWS is strongly related to team innovation performance; the results also indicate that collective-efficacy partially mediates the influence of HPWS on team innovation performance; and team identification moderates the relationship between collective-efficacy and team innovation performance; furthermore, the mediating role of collective-efficacy in the relationship between HPWS and team innovation performance is moderated by team identification.