在动荡变化的环境中，企业也面临着巨大的竞争压力，激励员工积极的识别组 织存在的问题并主动采取行动去解决成为了企业维持竞争优势的关键。高绩效工作 系统是组织根据组织战略目标设计并实施的、旨在提高组织绩效的一组人力资源实 践，其实践内容能够通过为员工塑造一个支持的整体工作环境及传递管理层对员工 在工作中表现出何种行为的期望，从而引导员工从事更多的有利于组织的主动行为。 然而，学术界对于高绩效工作系统促使员工从事主动行为这一作用产生的中介条件 和边际条件的研究仍然存在很大的空间。尤其是在现有研究中，将领导视为影响高 绩效工作系统实施效果的边际条件的研究越来越多，但多集中于共享型领导，对于 关系型领导是否会影响高绩效工作系统效用的发挥仍缺乏探索。 本研究通过大量阅读相关国内外研究文献，在对主要变量进行概念发展的梳理 及研究现状与不足的总结的前提下，提出了本研究的概念模型。随后，本研究借鉴 了信效度良好及被广泛使用的量表进行问卷的设计与发放以收集研究数据，在排除 填写错误和漏填的无效问卷后，将有效的问卷数据录入到了相关统计软件，并利用 该数据进行了实证分析，得出了以下结论：（1）高绩效工作系统与员工的主动行为 呈正相关关系；（2）高绩效工作系统对员工工作投入有显著的促进作用；（3）工作 投入中介了高绩效工作系统与员工主动行为之间的正相关关系；（4）领导成员交换 负向调节了高绩效工作系统与员工工作投入之间的关系。（5）领导成员交换负向调 节了工作投入对高绩效工作系统与员工主动行为之间正向关系的中介作用。根据研 究结论，本研究为企业提出了以下建议：第一，对高绩效工作系统予以重视，设计 良好的高绩效工作管理实践并确保其有效实施，以提高员工工作投入水平、促使员 工从事主动行为；第二，对于那些没有或较少获得高绩效工作系统中人力资源管理 实践提供的工作资源的员工，企业应通过领导的作用进行工作资源的弥补，从而提 高其工作投入水平及促使其从事更多的主动行为；第三，通过提高员工工作投入水 平，从而促使员工表现出更多组织期望的行为，如主动行为。最后，本文根据实证 的结果对本研究的结论进行了说明，并指出了研究上存在的不足，以期为未来的研 究提供参考。 关键词：高绩效工作系统；员工主动行为；工作投入；领导成员交换 II Abstract Inaturbulentandchangingenvironment,companiesarealsofacinghuge competitivepressures.Inspiringemployeestoactivelyidentifyproblemsinthe organizationandtakeproactiveactionstoresolvethemhasbecomethekeyto maintainingacompetitiveadvantage.Highperformanceworksystemisasetofhuman resourcespracticesdesignedandimplementedbyanorganizationinaccordancewiththe strategicgoalsoftheorganizationtoimproveorganizationalperformance.Itspractice contentcanhelpemployeestoshapeasupportiveoverallworkingenvironmentand communicatemanagement'sexpectationsandnormsaboutemployeebehavior,suchas proactivebehavior.However,thereisstillmuchroomforacademiatostudythe mediatingandmoderatingconditionsofhighperformanceworksystemthatprompt employeestoengageinproactivebehavior.Especiallyintheexistingresearch,thereare moreandmorestudiesthatregardleadershipasamoderatingconditionthataffectsthe implementationeffectofhighperformanceworksystem,butmostlyfocusonshared leadership,thereisstillalackofresearchonwhetherrelationalleadershipwillaffectthe effectivenessofthehighperformanceworksystem. Inthisstudy,aconceptualmodelofthisstudywasproposedonthepremiseof reviewingalargenumberofrelevantdomesticandforeignresearchliterature,sortingout theconceptdevelopmentofmainvariablesandsummarizingtheresearchstatusand shortcomings.Subsequently,thisstudyusedthescaleswithgoodreliabilityandvalidity andwidelyusedforquestionnairedesignanddistributiontocollectresearchdata.After eliminatingtheinvalidquestionnaireswithfillingerrorsandmissinginformation,the effectivequestionnairedatawasinputintotherelevantstatisticalsoftware,andthedata wasusedforempiricalanalysis,thefollowingconclusionsarereached:(1)High performanceworksystemispositivelyrelatedtotheemployee'sproactivebehavior;(2) Highperformanceworksystemhasasignificantpromotioneffectonworkengagement; (3)Theworkengagementmediatesthepositivecorrelationbetweenthehighperformance worksystemandtheemployee'sproactivebehavior;(4)Leadermemberexchange negativelytoregulatetherelationshipbetweenthehighperformanceworksystemandthe employee'sworkengagement.(5)Leadermemberexchangenegativelymoderatedthe mediatingeffectofworkengagementonthepositiverelationshipbetweenthehigh performanceworksystemandemployee'sproactivebehavior.Accordingtothe conclusionsofthestudy,thisstudyputsforwardthefollowingsuggestionsforenterprises: First,payattentiontohighperformanceworksystem,designgoodhighperformance workmanagementpracticesandensuretheireffectiveimplementation,inorderto increasethelevelofemployeeworkengagementandpromoteemployeestoengagein proactivebehavior;Second,Forthoseemployeeswhohavenoorlessaccesstothework III resourcesprovidedbythehumanresourcesmanagementpracticesinthehigh performanceworksystem,theenterpriseshouldmakeupfortheworkresourcesthrough theroleoftheleader,soastoincreasethedegreeoftheirworkengagementandpromote theirmoreproactivebehavior;Third,toencouragesemployeestobehaveinwaysthatthe organizationexpects,suchasproactivebehavior.Finally,thisarticleexplainsthe conclusionofthisstudybasedonempiricalresults,andpointsoutthedeficienciesinthe research,inordertoprovideareferenceforfutureresearch. Keywords：Highperformanceworksystem;Employees’proactivebehavior;Work engagement;Leadingmemberexchange. IV 目录 摘要......................................................................................................................................I Abstract............................................................................................................................II 第1章引言........................................................................................................................1 1.1研究背景与研究意义...........................................................................................1 1.1.1研究背景....................................................................................................1 1.1.2研究意义....................................................................................................1 1.2研究思路与研究框架............................................................................................2 1.3研究方法...............................................................................................................3 1.4研究创新...............................................................................................................4 第2章国内外研究现状....................................................................................................6 2.1高绩效工作系统...................................................................................................6 2.1.1高绩效工作系统的概念............................................................................6 2.1.2高绩效工作系统的相关研究....................................................................7 2.2工作投入.............................................................................................................10 2.2.1工作投入的概念......................................................................................10 2.2.2工作投入的相关研究..............................................................................11 2.3领导成员交换关系.............................................................................................13 2.3.1领导成员交换关系的概念......................................................................13 2.3.2领导成员交换关系的相关研究..............................................................14 2.4主动行为.............................................................................................................16 2.4.1主动行为的概念......................................................................................16 2.4.2主动行为的相关研究..............................................................................17 第3章理论与研究假设..................................................................................................20 3.1理论.....................................................................................................................20 3.1.1工作需求-工作资源模型...............................................................