摘要
I
摘要
工作繁荣是个体在工作中体验到的一种积极心理状态，这种心理状态同时包含学习
感和和活力感，其中学习指获得和运用新的知识和技能，活力指拥有可利用能量的积极
感受。工作繁荣对员工和组织均有重要意义，工作繁荣的员工更健康、更加创新、更加
忠诚，并且能够持续不断地创造高绩效，有利于组织的可持续发展

已有研究发现情景特征会对工作繁荣产生重要影响，例如多样性氛围、自由裁量权、
员工参与氛围、信息共享以及信任和尊重氛围，这些都是单独的人力资源实践，因此现
有研究仅关注单一实践却忽视了人力资源实践的系统性。战略人力资源管理领域的研究
发现，真正能够为组织带来竞争优势的，是与组织目标相匹配的人力资源系统，而非单
独的某个实践，因此从战略的、整体和系统的观点分析人力资源实践对工作繁荣的影响
很有必要。高绩效工作系统作为战略人力资源管理研究的重要内容，指通过提升员工的
能力、机会以及动机以促使员工绩效最大化、最终提升组织绩效的一系列人力资源实践
的组合。目前很多学者证实高绩效工作系统能够对员工在工作中的心理体验产生积极影
响，例如员工幸福感、工作投入和工作满意度等等，而工作繁荣同时包含了活力和学习，
为高绩效工作系统的结果研究提供了一个新方向。因此，本文将探究高绩效工作系统对
工作繁荣的影响机制

本研究首先对工作繁荣、高绩效工作系统、基于组织的自尊和自我监控的文献进行
总结研究，以此提出高绩效工作系统影响工作繁荣的理论模型与假设；然后进行问卷预
调研以修正问卷，紧接着开展正式调研获得所需数据，使用 SPSS 和 AMOS 软件对数据
进行统计分析，以此检验所提假设是否通过；最后根据所得结论，针对组织如何提升员
工的工作繁荣提出建议

具体结论包括：（1）高绩效工作系统对工作繁荣有显著的正向影响，因此组织需
要积极实施高绩效工作系统来提升员工的工作繁荣；（2）基于组织的自尊在高绩效工
作系统和工作繁荣之间发挥部分中介作用，因此组织需要重视员工的自尊管理；（3）
自我监控负向调节了基于组织的自尊在高绩效工作系统与工作繁荣之间的中介作用，自
我监控越高，则基于组织的自尊发挥的中介作用越弱

关键词：高绩效工作系统；工作繁荣；基于组织的自尊；自我监控Abstract
II
Abstract
Thriving at work is a positive psychological state in which individuals experience both a
sense of vitality and a sense of learning at work. Vitality refers to the positive feeling of
having energy available, reflecting feelings of aliveness. Learning refers to the sense that one
is acquiring and can apply knowledge and skills. Thriving at work has positive effects both on
employees and organization. The employee who is thriving at work is healthier, more
innovative at work, more loyal to the organization and can create high performance for
organization all the time. Thriving at work has a positive influence on building a sustainable
organization.
Present studies have shown that organizational human resource practices can have a
positive impact on thriving at work, such as diversity, discretion, employee involvement
climate, information sharing, and trust and respect climate and so on. However, these
researches focus on the role of a single human resource practice in thriving at work, ignoring
the systematic nature of human resource practices. The studies of strategic human resource
management find that it is the human resource system which matches the organization’s
strategic objectives that can bring competitive advantage for the organization not a single
human resource practice. It is important to explore the impact of human resource practices on
thriving at work based from a strategic, holistic and systematic perspective. As an important
part of strategic human resource management research, high performance work system refers
to a series of human resources practices which can maximize employees’ performance to
improve organization’s performance by promoting employees’ ability, opportunity and
motivation. Many scholars have proved that high-performance work system has a positive
impact on employees’ psychological experience, such as employee wellbeing, work
engagement and work satisfaction and so on. Thriving at work provides a new direction of
high-performance work system’s influence results because it includes vitality and learning.
Therefore, this paper will explore the impact mechanism of high performance work system on
thriving at work.
This article first researched literatures about thriving at work, high performance work
system, organization-based self-esteem and self-monitoring to build a theoretical model of
high performance work system affecting thriving at work and put forward the relevant
hypothesis; Secondly, we revised the questionnaire through pilot investigation and collected
data through formal investigation, and then used statistics software SPSS and AMOS to do
statistical analysis to test the hypothesis; Finally, based on the study results, we put forwards
some suggestions and strategies about how to improve employees’s thriving at work.
Specific research conclusions are as follows: (1) High performance work system has
significant positive effects on thriving at work, so the organization should actively implement
high performance work system to further enhance employees’ thriving at work; (2)
Organization-based self-esteem plays a partial intermediary role between high performance
work system and employee thriving at work, as a result organizations need to attach
importance to employee&39;s organization-based self-esteem management; (3) Self-monitoringAbstract
III
negatively moderates the mediating effect of organization-based self-esteem on the
relationship between high performance work system and thriving at work, so
organization-based self-esteem will exert less mediating effect when employees have high
self-monitoring.
Keywords: high performance work system; thriving at work; organization-based self-esteem;
self-monitoring目 录
IV
目 录
摘要.....I
Abstract . II
目 录..IV
第一章 绪论......1
1.1 研究背景与意义 . 1
1.1.1 研究背景....... 1
1.1.2 研究意义....... 2
1.2 研究目的和内容 . 2
1.3 研究可能的创新点 ......... 3
1.4 研究方法与技术路线 ..... 3
1.4.1 研究方法....... 3
1.4.2 技术路线....... 5
1.5 研究框架与结构安排 ..... 5
第二章 文献综述与理论回顾..6
2.1 工作繁荣的相关研究 ..... 6
2.1.1 工作繁荣的概念....... 6
2.1.2 工作繁荣的维度测量...........
82.1.3 工作繁荣的影响因素........... 9
2.1.4 工作繁荣的影响结果......... 11
2.2
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