||The main purpose of this study is to investigate the relationship between high performance work systems and employee subjective well-being and organizational citizenship behavior, and to further explore proactive personality of high performance work systems and organizational citizenship behavior between moderating effect. |
This study investigated Taiwanese and services as the object of study, in order to avoid the causes of the common method variance from a single source (common method variance, CMV), this study pairing for data collection, the questionnaire is divided into units and staff in charge of the questionnaire survey two kinds. In the questionnaire respondents, the main supervisor in charge of the questionnaire by the human resources department or unit in charge of respondents high performance work systems, and the other staff questionnaires by the competent staff directly under the (2-3 people) respondents. A total of 676 questionnaires distributed, a total recovery of 440 valid questionnaires.
According to the analysis results show that the effective sample data, employee subjective well-being of employees OCB has a positive effect significant impact, high-performance work systems, some significant impact on employees' organizational citizenship behavior; and in high performance work systems, has the initiative employees personality traits affect their organizational citizenship behavior to assist colleagues, to comply with duty to protect the show's resources, and the more attention when companies high performance work systems, the relationship between proactive personality traits and organizational citizenship behavior among the stronger . When higher proactive personality in the company's high-performance work systems atmosphere can really help effectively regulate the relationship between the behavior of colleagues, HPWS higher, the initiative initiative low compared to high staff employees are more willing to engage in altruistic helping behavior ; proactive personality traits of high employee behavior has obvious duty to comply with the organization in the implementation of high performance work systems, and low employee proactive personality in the organization and implementation of high performance work systems, to comply with the duty conduct no significant differences; proactive personality high staff in high performance work system for the protection of corporate resources is a significant positive behavior. The results of this study not only can be used as the basis for future research, it can also provide a reference work for practitioners.