High-Performance Work Systems Scale 高绩效工作系统量表（Patel et al., 2013）

简介

高绩效工作系统是为实现战略目标而采取的一系列有计划的人力资源管理活动，它已成为国内外战略人力资源管理领域一项重要研究课题。

信度与效度

高绩效工作系统量表的各个分量表内部一致性系数都大于等于0.7，对量表的验证性因素分析结果为：χ2/df=1.49; CFI=0.94,TLI=0.92, RMSEA=0.06,SRMR=0.05，表明量表有较好的信度和效度。

量表

请您根据自己的实际感受和体会，用下面27项描述对您所在组织的各项人力资源实践进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.Employees in our firm are often asked to participate in decisions.
2.Employees are allowed to make decisions.
3.Employees are provided the opportunity to suggest improvements in the way things are done.
4.We keep open communications with employees.
5.Employees have few opportunities for upward mobility.(R)
6.Employees do not have any future in this organization.(R)
7.Promotion in this organization is based on seniority.(R)
8.Employees have clear career paths in this organization.
9.Employees who desire promotion have more than one potential position they could be promoted to.
10.Extensive training programs are provided to employees.
11.Employees will normally go through training programs every few years.
12.There are formal training programs to teach new hires the skills they need to perform their job.
13.Formal training programs are offered to employees in order to increase their promotability in this organization.
14.Great effort is taken to select the right person.
15.Long-term employee potential is emphasized.
16.Considerable importance is placed on the staffing process.
17.Very extensive efforts are made in selection.
18.The duties in this job are clearly defined.
19.This job has an up-to-date description.
20.The job description for a position accurately describes all of the duties performed by individual employees.
21.Performance is more often measured with objective quantifiable results.
22.Performance appraisals are based on objective quantifiable results.
23.Employee appraisals emphasize long term and group-based achievement.
24.Employees in this job can be expected to stay with this organization for as long as they wish.
25.Job security is almost guaranteed to employees.
26.Individuals in this job receive bonuses based on the profit of the organization.
27.Close tie or matching of pay to individual/group performance.
注释：R表示该题需要反向计分。

计分方法

高绩效工作系统量表总共27道题，其中包括八个分量表：

参与分量表总共4道题，具体包括第1、2、3、4题；

流动性分量表总共5道题，具体包括第5、6、7、8、9题；

培训分量表总共4道题，具体包括第10、11、12、13题；

员工配置分量表总共4道题，具体包括第14、15、16、17题；

职位描述分量表总共3道题，具体包括第18、19、20题；

评估分量表总共3道题，具体包括第21、22、23题；

工作安全分量表总共2道题，具体包括第24、25题；

激励奖励分量表总共2道题，具体包括第26、27题。

可以计算量表所包括题目的总分或平均分。

量表出处

Patel,P.C.,Messersmith,J.G.&Lepak,D.P.(2013).Walking the Tightrope: An Assessment of the Relationship Between High Performance Work Systems and Organizational Ambidexterity. Academy of Management Journal,56(5):1420-1442.

参考文献

Sun, L., Aryee, S.,& Law, K. S.（2007）.High-performance human resource practices, citizenship behavior and organizational performance: A relational perspective.Academy of Management Journal, 50: 558–577.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！