南开管理评论
南開管理評論
남개관리평론
Nankai Business Review
2012年
3期
139~149
,共null页
高绩效工作系统 企业绩效 元分析 中 国情境
高績效工作繫統 企業績效 元分析 中 國情境
고적효공작계통 기업적효 원분석 중 국정경
High Performance Work System; Firm Performance;Meta-analysis; China Context
用传统的定性综述方法对中国情境下高绩效工作系统与企业绩效的关系强度的研究，至今尚未得出一致结论。本文运用定量综述研究最重要的统计学方法——元分析，对中国情境下高绩效工作系统与企业绩效关系的．53篇实证研究文献进行了合并，共获得8788个独立样本、316个效应值，总样本量达58946个。元分析结果发现：（1）高绩效工作系统对企业绩效存在显著正向影响（rz=0．419，P〈0．001），并且它对非财务类绩效（创新绩效、人力资源管理绩效、组织运作绩效）的影响大于对财务类绩效（财务会计绩效、资本市场绩效）的影响；（2）高绩效工作系统与企业绩效的相关性在中国情境下比在西方情境下更大，并且高绩效工作系统对企业绩效影响程度大于单个实践对企业绩效影响程度的简单加总；（3）信息分享与沟通、绩效考核与管理两项高绩效工作实践在中国情境下与企业绩效高度相关，而在西方文化中与企业绩效的相关性并不显著，之前国内的定性综述结论中也认为信息分享与沟通对企业绩效的贡献不大。本文的研究结果可让中国情境下高绩效工作系统与企业绩效的关系研究得出定论，并为未来的高绩效工作系统相关研究指明方向。
用傳統的定性綜述方法對中國情境下高績效工作繫統與企業績效的關繫彊度的研究，至今尚未得齣一緻結論。本文運用定量綜述研究最重要的統計學方法——元分析，對中國情境下高績效工作繫統與企業績效關繫的．53篇實證研究文獻進行瞭閤併，共穫得8788箇獨立樣本、316箇效應值，總樣本量達58946箇。元分析結果髮現：（1）高績效工作繫統對企業績效存在顯著正嚮影響（rz=0．419，P〈0．001），併且它對非財務類績效（創新績效、人力資源管理績效、組織運作績效）的影響大于對財務類績效（財務會計績效、資本市場績效）的影響；（2）高績效工作繫統與企業績效的相關性在中國情境下比在西方情境下更大，併且高績效工作繫統對企業績效影響程度大于單箇實踐對企業績效影響程度的簡單加總；（3）信息分享與溝通、績效攷覈與管理兩項高績效工作實踐在中國情境下與企業績效高度相關，而在西方文化中與企業績效的相關性併不顯著，之前國內的定性綜述結論中也認為信息分享與溝通對企業績效的貢獻不大。本文的研究結果可讓中國情境下高績效工作繫統與企業績效的關繫研究得齣定論，併為未來的高績效工作繫統相關研究指明方嚮。
용전통적정성종술방법대중국정경하고적효공작계통여기업적효적관계강도적연구，지금상미득출일치결론。본문운용정량종술연구최중요적통계학방법——원분석，대중국정경하고적효공작계통여기업적효관계적．53편실증연구문헌진행료합병，공획득8788개독립양본、316개효응치，총양본량체58946개。원분석결과발현：（1）고적효공작계통대기업적효존재현저정향영향（rz=0．419，P〈0．001），병차타대비재무류적효（창신적효、인력자원관리적효、조직운작적효）적영향대우대재무류적효（재무회계적효、자본시장적효）적영향；（2）고적효공작계통여기업적효적상관성재중국정경하비재서방정경하경대，병차고적효공작계통대기업적효영향정도대우단개실천대기업적효영향정도적간단가총；（3）신식분향여구통、적효고핵여관리량항고적효공작실천재중국정경하여기업적효고도상관，이재서방문화중여기업적효적상관성병불현저，지전국내적정성종술결론중야인위신식분향여구통대기업적효적공헌불대。본문적연구결과가양중국정경하고적효공작계통여기업적효적관계연구득출정론，병위미래적고적효공작계통상관연구지명방향。
The traditional methods on qualitative review haven＇t reached the same conclusion with the relationship between high performance work system and firm performance in the context of China. This article makes use of the statistical method -- meta- analysis, which is of great importance in the quantitative reviews, and conducts the quantitative review, based on 53 empirical stud- ies about the relationship between high performance work system and firm performance in the context of China. This paper obtains 8788 independent samples and 316 effect sizes, with a total ca- pacity of 58946 samples. The results of the meta-analysis have shown that： （1） the high performance work system is highly cor- relate with firm performance （rz =0.419,p〈0.001） in the Chinese context. What＇s more, its impact on non-financial performance （such as innovative performance, human resource management performance and organizational operation performance） is larger than its impact on financial performance （such as financial and accounting performance and capital market performance）. （2） The correlation between the high performance work system and firm performance in the context of China is larger than it in the context of western countries. In addition, compared with the impact that a particular practice in sum impose on firm performance, the high performance work system has more impact on firm performance. （3） In Chinese context, information share and communication, performance appraisal and management are highly related to firm performance, while the correlation between the two high performance work practices and firm performance is not very significant in the western culture. We can draw the conclusion that information share and communication have little contribution to firm performance from the results of the existing qualitative review in the context of China. The results of the paper could lead to the conclusion that the relationship between high performance work system and firm performance in the context of China; they can also provide some advice on the future study about high per- formance work system.
