Toward an Integrative Model of the Micro- and Macro-Theories of Human Resource Management: An International Comparative Research

本研究旨在从比较的角度阐明人力资源管理系统与员工行为之间的因果关系，为人力资源管理和组织行为学的微观和宏观理论提供一个完整的框架。为了实现这一目标，我采用了纵向调查设计，从大量在私营公司工作的员工和经理那里收集了时间序列数据。对收集的分层数据进行了多层次分析，得出了以下三个主要结论。首先，当公司在更大的行业活力下运营时，公司使用高绩效工作系统(HPWS)变得更有效。其次，HPWS的采用通过在工作场所建立高质量的领导-成员交流(LMX)来提高员工的工作绩效。第三，HPWS的有效性取决于组织中的员工在多大程度上“一致”地感知到公司使用的HPWS实践。

This research aimed to offer an integrative framework of the micro- and macro-theories of human resource management (HRM) and organizational behavior by elucidating the casual relations between HRM systems and employee behaviors from a comparative perspective. To achieve this objective, I adopted a longitudinal survey design to collect time-series data from a large number of employees and managers working in private firms. A multilevel analysis over the hierarchical data collected has yielded the following three major findings. First, the use of high-performance work systems (HPWS) by firms becomes more effective when the firms operate under greater industry dynamisms. Second, the adoption of HPWS leads to an enhanced employee job performance via the establishment of a high-quality leader-member exchange (LMX) at the workplace. Third, the effectiveness of HPWS hinges on the degree to which employees in an organization "coherently" perceive the practices of HPWS used by the firm.