查看“High-Performance Work Systems Scale 高绩效工作系统量表 (Chuang et al.,2010)”的源代码

== 简介 ==
高绩效工作系统（HPWS）包括全面的招聘和甄选程序，激励性薪酬和绩效管理系统，广泛的员工参与和培训，旨在提高员工的能力、积极性和提供机会，以提高组织绩效。HPWS通过促进两种类型的组织气氛以促进业务部门在市场上表现：关注客户和关注员工。

== 信度与效度 ==
Chuang & Liao (2010)收集了来自台湾多家服务商店的经理和员工的两个时间段的数据，包括零售店、美容院、餐馆和咖啡馆。高绩效工作系统量表包括人员配置（staffing）、培训（training）、参与（involvement/participation）、绩效考核（performance appraisals）、薪酬/奖励（compensation/rewards）和关怀（caring）等六个分量表。所有子量表都显示出良好的内部一致性，除了参与的分量表的信度为0.61，量表的总体信度为0.91。

== 量表 ==
请您根据自己的实际感受和体会，用下面35项描述对组织的人力资源系统进行评价和判断，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、The store selects the best all around candidates when recruiting employees.<br>
2、The store places priority on candidates’ potential to learn when recruiting employees.<br>
3、Recruitment emphasizes traits and abilities required for providing high quality of customer services.<br>
4、Internal candidates have the priority for job openings.<br>
5、Qualified employees have good opportunities for promotion.<br>
6、The store provides an orientation program for newcomers to learn about the company.<br>
7、The store continuously provides training programs.<br>
8、The store invests considerable time and money in training.<br>
9、Training is comprehensive, not limited to skill training.<br>
10、High quality of customer services is emphasized in training.<br>
11、If a decision made might affect employees, the store asks them for opinions in advance.<br>
12、Employees are often asked to participate in work-related decisions.<br>
13、Employees have discretion in handling customers’ additional requests.<br>
14、Employees have discretion in settling customer complaints without reporting to a supervisor or other specialists.<br>
15、Employees are allowed to make necessary changes in the way they perform their work.<br>
16、The store fully supports employees with necessary equipment and resources for providing high quality of customer services.<br>
17、The store does not share information with employees (e.g., store operation, sales, etc.). (R)<br>
18、Performance appraisals provide employees feedback for personal development.<br>
19、Performance appraisals are based on multiple sources (self, coworkers, supervisors, customers, etc.).<br>
20、Performance appraisals are based on objective, quantifiable results.<br>
21、Supervisors do not get together with employees to set their personal goals. (R)<br>
22、Satisfying customers is the most important work guideline.<br>
23、Meeting customers’ needs is emphasized in performance appraisals.<br>
24、On average the pay level (including incentives) of our employees is higher than that of our competitors.<br>
25、Employee salaries and rewards are determined by their performance.<br>
26、The store rewards employees for new ideas for improving customer services.<br>
27、The store provides a variety of benefits.<br>
28、The store does not attach importance to the fairness of compensation/rewards. (R)<br>
29、Employees receive monetary or nonmonetary rewards for great effort and good performance.<br>
30、The store gives special rewards to employees who are excellent in serving customers.<br>
31、The store considers employee off-work situations (family, school, etc.) when making schedules.<br>
32、The store cares about work safety and health of employees.<br>
33、The store cares about work–life balance of employees.<br>
34、The store has its ways or methods to help employees alleviate work stress.<br>
35、The store has formal grievance procedures to take care of employee complaints or appeals.<br>

R indicates reverse-coded items

== 计分方法 ==
高绩效工作系统量表包括人员配置（staffing）、培训（training）、参与（involvement/participation）、绩效考核（performance appraisals）、薪酬/奖励（compensation/rewards）和关怀（caring）等6个分量表，共35道题，可以分别计算各自量表所包括题目的总分或平均分，每个分量表包括的题目如下：

1．人员配置：共5道题，具体包括第1-5题。<br>
2. 培训：共5道题，具体包括第6-10题。<br>
3. 参与：共7道题，具体包括第11-17题。<br>
4．绩效考核：共6道题，具体包括第18-23题。<br>
5. 薪酬/奖励：共7道题，具体包括23-30题。<br>
6．关怀：共5道题，具体包括31-35题。<br>


== 量表出处 ==
Chuang, C. H., & Liao, H. U. I. (2010). Strategic human resource management in service context: Taking care of business by taking care of employees and customers. Personnel Psychology, 63(1), 153-196.

== 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， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

[[category: 研究量表]][[category: 英文量表]][[category: MHRMS]]