学校代码：10200 研究生学号：DUYINGYU2022
分 类 号：F270密级：无
硕士学位论文
房地产行业高绩效工作系统对员工主动性行为
影响研究
Research on the Impact of High Performance Work System on
Employee Initiative Behavior in Real Estate Industry
作者：杜颖玉
指导教师：郑宏宇 副教授
一级学科：工商管理
二级学科：企业管理
研究方向：人力资源管理
学位类型：同等学力
东北师范大学学位评定委员会
2022 年 11 月
硕士学位论文
学位论文评阅专家及答辩委员会人员信息
论文题目 房地产行业高绩效工作系统对员工主动性行为影响研究
作者 杜颖玉
指导教师 郑宏宇 副教授
评阅人 1 匿名评阅
论文评阅人评阅人 2 匿名评阅
评阅人 3 匿名评阅
学
主席房国忠 东北师范大学 教授
位
张 肃长春理工大学 教授
论
盖国凤 东北师范大学 教授
文
答杨薇臻 东北师范大学副教授
委员
辩
林晓宁 东北师范大学副教授
委
员
会
独 创 性 声 明
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学位论文作者签名： 日期：2022 年 11 月 29 日
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摘 要
房地产行业作为支柱产业之一，对经济稳定持续发展起到重要作用。员工整体素质和
工作态度决定了企业发展进程，员工主动积极工作至关重要。当前房地产企业对员工主动
性关注不够，由此产生员工工作消极、效率不高等问题，需要对该问题进行针对性研究，
房地产企业将逐渐依靠员工个人自主性来识别和解决问题。以往研究中，主动性相关研究
主要从个体动机层面出发，对行为结果进行讨论，缺乏从理性思维与组织环境角度出发的
探究。雇佣关系氛围是员工保持和组织积极合作的劳动力契约过程，如果员工产生正向氛
围体验感，则倾向对组织工作更投入。
本文以社会情景理论、社会交换理论与工作特征理论为依据，运用综合文献法、问卷
调查法、统计分析法，探究高绩效工作系统对员工主动性行为的影响机制，同时以雇佣关
系氛围为中介变量，工作自主权为调节变量，拓展新的研究思路，并为组织管理实践指明
方向。
本研究通过对 328 位房地产企业员工进行问卷调查，获取数据样本，采用信度分析、
效度分析检验量表的有效性，通过相关分析、回归分析，验证高绩效工作系统、主动性行
为的相关假设。研究表明：高绩效工作系统显著正向影响主动性行为；高绩效工作系统显
著正向影响雇佣关系氛围；雇佣关系氛围显著正向影响主动性行为；雇佣关系氛围作为中
介变量，在高绩效工作系统对主动性行为的影响关系中产生作用；工作自主权正向调节雇
佣关系氛围和主动性行为之间的关系，即当工作自主权程度越高时，高绩效工作系统对雇
佣关系氛围的影响被加强，反之当工作自主权程度降低时，高绩效工作系统对雇佣关系氛
围的影响被弱化。
本文通过深入探讨高绩效工作系统对主动性行为的影响研究，丰富了高绩效工作系
统相关研究，通过研究揭示高绩效工作系统与主动性行为的作用机制，明确了高绩效工作
系统对主动性行为影响的边界条件。通过加强高绩效工作系统对人才的培养，努力打造
以人为本的组织氛围，给予员工一定的工作自主权等管理建议，为相关管理实践提供参
考借鉴。
关键词：高绩效工作系统；雇佣关系氛围；主动性行为；工作自主权
I
Abstract
As one of the pillar industries, the real estate industry plays an important role in the stable
and sustainable development of the economy. The overall quality and working attitude of
employees determine the development process of the enterprise, and it is important for
employees to work actively. At present, the real estate enterprises do not pay enough attention
to the employees; initiative, which leads to the problems of employees; negative work and low
efficiency. It is necessary to conduct targeted research on this problem. The real estate
enterprises will gradually rely on the employees; personal autonomy to identify and solve
problems. In previous studies, the research on initiative mainly discussed the behavior results
from the perspective of individual motivation, but lacked the exploration from the perspective
of rational thinking and organizational environment. The employment relationship atmosphere
is a process in which employees maintain a labor contract that actively cooperates with the
organization. If employees have a positive sense of atmosphere experience, they tend to be more
involved in organizational work.
Based on the social situation theory, social exchange theory and work characteristics
theory, this paper uses comprehensive literature, questionnaire survey and statistical analysis to
explore the impact mechanism of high performance work system on employees; initiative
behavior. At the same time, it uses employment relationship atmosphere as the intermediary
variable and work autonomy as the regulating variable to expand new research ideas and point
out the direction for organizational management practice.
In this study, 328 employees of real estate enterprises were investigated by questionnaire,
and data samples were obtained. Reliability analysis and validity analysis were used to test the
validity of the scale. Through correlation analysis and regression analysis, relevant assumptions
about high-performance work system and proactive behavior were verified. The research shows
that high performance work system has a positive impact on proactive behavior; High
performance work system has a positive impact on employment relationship atmosphere; The
atmosphere of employment relationship has a positive impact on proactive behavior; As a
mediator variable, employment relationship climate plays a role in the relationship between
high performance work system and initiative behavior; Work autonomy positively regulates the
relationship between the employment relationship atmosphere and proactive behavior, that is,
when the degree of work autonomy is higher, the impact of the high-performance work system
on the employment relationship atmosphere will be strengthened, whereas when the degree of
work autonomy is lower, the impact of the high-performance work system on the employment
relationship atmosphere will be weakened.
This paper enriches the relevant research of high performance work system by deeply
discussing the impact of high performance work system on active behavior, reveals the
mechanism of high performance work system and active behavior, and clarifies the boundary
conditions of high performance work system;s impact on active behavior. By strengthening the
cultivation of talents in the high performance work system, we strive to create a people-oriented
organizational atmosphere, give employees some management suggestions such as work
autonomy, and provide reference for relevant management practices.
Keywords: High performance work system; Employment relationship atmosphere; Proactive behavior;
Work autonomy
II