Effects of high-performance work systems on transformational leadership and team performance: Investigating the moderating roles of organizational orientations

被引：55

作者：

Han, Joo Hun ^{[1
]}

Liao, Hui ^{[2
]}

Taylor, M. Susan ^{[3
,4
]}

Kim, Seongsu ^{[5
]}

机构：

[1] Rutgers State Univ, Sch Management & Labor Relat, 94 Rockafeller Rd,Suite 210, New Brunswick, NJ 08854 USA

[2] Univ Maryland, Robert H Smith Sch Business, Leadership & Management, College Pk, MD 20742 USA

[3] Univ Maryland, Robert H Smith Sch Business, Human Resource Management & Org Change, College Pk, MD 20742 USA

[4] Univ Maryland, Robert H Smith Sch Business, Ctr Leadership Innovat & Technol, College Pk, MD 20742 USA

[5] Seoul Natl Univ, Grad Sch Business, Human Resource Management, Seoul, South Korea

来源：

HUMAN RESOURCE MANAGEMENT | 2018年 / 57卷 / 05期

基金：

中国国家自然科学基金; 美国国家科学基金会; 新加坡国家研究基金会;

关键词：

high-performance work systems; transformational leadership; organizational adaptation orientation; organizational efficiency orientation; team performance; HUMAN-RESOURCE MANAGEMENT; FIRM PERFORMANCE; TRANSACTIONAL LEADERSHIP; EMOTIONAL INTELLIGENCE; BEHAVIOR; IMPACT; CONTEXT; EMPOWERMENT; PERSONALITY; CONTINGENCY;

D O I：

10.1002/hrm.21886

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

This study integrates strategic human resource management (SHRM) and transformational leadership (TFL) literatures to address gaps in each of the two literatures. Building on the concept of strategically targeted HRM systems and the contingency perspective in SHRM, we propose that an organization's high-performance work system (HPWS) affects team managers' TFL, and that the emergence of TFL and the effectiveness of TFL on team performance are contingent on organizational adaptation and efficiency orientations. Analyses of multilevel data from 179 teams in 44 organizations revealed a positive relationship between HPWS and TFL, which was positively and negatively moderated by adaptation and efficiency orientations, respectively. Further, TFL was positively related to team performance and negatively moderated by efficiency orientation. Finally, the results supported a multilevel, moderated mediation effect with the indirect effect of HPWS on team performance via TFL varying significantly as a function of adaptation and efficiency orientations. Implications for the SHRM and leadership literatures and practice are discussed.

引用

页码：1065 / 1082

页数：18

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