CAJ | 학술논문

基于战略人力资源管理、组织氛围与员工态度文献的理论研究及问卷调查开展有关研究。研究表明，高绩效工作系统不但有助于形成关心员工的氛围、还能提高员工积极态度，并且关心员工氛围在高绩效工作系统与员工工作满意度间起中介作用，进一步证实了产业特征（第二产业或第三产业）在该过程中的调节作用。这也说明，高绩效工作系统影响员工结果并服务于连结宏观与微观人力资源管理的机制——组织氛围。此外，讨论了研究结论与实践启示，并对未来研究进行了展望。
기우전략인력자원관리、조직분위여원공태도문헌적이론연구급문권조사개전유관연구。연구표명，고적효공작계통불단유조우형성관심원공적분위、환능제고원공적겁태도，병차관심원공분위재고적효공작계통여원공공작만의도간기중개작용，진일보증실료산업특정（제이산업혹제삼산업）재해과정중적조절작용。저야설명，고적효공작계통영향원공결과병복무우련결굉관여미관인력자원관리적궤제——조직분위。차외，토론료연구결론여실천계시，병대미래연구진행료전망。
Based on emerging theorizing in strategic human resources management, organizational climate and employee attitude, we test a model of high-performance work systems （HPWS）, using data obtained from employees working in Shanghai companies. Results from statistic analyses indicate that the relationships between HPWS and employee job satisfaction are fully mediated by concern for employees＇ climate. Industry is the moderator variable between HPWS, concern for employees＇cli- mate and employee job satisfaction. And the direct effect of third industry is stronger than that of sec- ond one. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.