The Study of Perceived High Performance Work System

and Organizational Citizenship Behavior

Organizational Culture as a Moderator

224
(1)
(2)
(3)

Abstract
High performance working system (HPWS) can be a source of competitive advantage for
organization in the strategic human resource management issue. When employee perceive the
effect of HPWS, and think they are treated with justice, they are willing to present
organizational citizenship behavior (OCB). Human resource management practices in HPWS
can form different type of organizational culture (OC). Effective OC can positively influence
employee attitude and behavior, and foster then to present OCB benefiting organization.
This study aims to figure out whether OC is a moderator between perceived HPWS and
OCB. Therefore, the study conduct a survey and human resources in different industry are the
main subject. There are 224 questionnaires returned effectively.
Through consistency analysis, relationship analysis and hierarchical regression analysis,
the results indicated:
1. Supportive OC and team orientated OC can positively moderating the relationship
between perceived HPWS and OCB.
2. Outcome orientated OC can negatively moderating the relationship between perceived
HPWS and OCB.
3. Innovative OC have no moderating effect between perceived HPWS and OCB.

ii


..................................................................................................................................... i
Abstract ...................................................................................................................................... ii
....................................................................................................................................... iv
........................................................................................................................................ v
............................................................................................................................ 1
................................................................................................ 1
............................................................................................................ 3
.................................................................................................................... 4
................................................................................................ 4
.................................................................................................... 8
.......................................................................................................... 11
.......................... 15
.................................................................................................................. 24
.............................................................................................. 24
.............................................................................................. 25
.................................................................................................. 26
...................................................................................................... 27
.................................................................................................................. 28
...................................................................................................... 28
.................................................................................................. 29
.......................................................................................................... 30
.................. 31
.............................................................................................................. 36
.................................................................................................................. 36
.......................................................................................................... 39
...................................................................................... 40
.................................................................................................................................. 41

iii


3-1 ............................................................................................................... 24
4-1 HPWS ...................................................... 32
4-2 HPWS ................................................ 32
4-3 HPWS ............................................... 33
4-4 HPWS ............................................................ 33

iv


2-1 (HPWS) ................................................................................. 5
3-1 ....................................................................................... 26
4-1 .......................................................................................... 28
4-2 ....................................................................................................... 29
4-3 ....................... 30
4-4 ....................................................... 31
5-1 ......................................................................................................... 36

( Strategic Human Resource
Management )

(Becker
& Huselid, 1998)
(Osterman, 1994; Delaney & Huselid, 1996)

(Evans & Davis, 2005)

Organ (1988)

Podsakoff, Ahearne, & MacKenzie(1997)

(Podsakoff, MacKenzie,
Paine & Bachrach, 2000)
1

Schein(2010)

(best practice)

(Osterman, 1994; Pfeffer, 1995; Huselid, 1995;

Wood, 1995)(High performance work
system HPWS)(High Involvement Work System)
(High Commitment Work System)(Becker & Gerhart,1996; Guthrie, Spell & Nyamori,
2002; Gould-Williams, 2004)(High Performance Work Practices)
( Arthur, 1994)

(Wright & McMahan,

1992; Pfeffer, 1995; Huselid, 1995; Pfeffer, 1998)(Huselid, 1995;
Ichniowski, Shaw & Prennushi, 1997; Becker & Huselid, 1998)
(Huselid, 1995; Lawler, 1992; Levine, 1995)(Pfeffer, 1998; Berg,
1999)(Guthrie, 2001)
(Osterman, 1994; Delaney &
Huselid, 1996)
(HPWS)
Appelbaum (2000) AMO
(Ability-Motivation-Opportunity Theory)
Zacharatos 2005

 AMO
Becker and Huselid, 1998 Guthrie, 2008
Huselid,1995

2-1

2-1 (HPWS)

Guthrie

(2008)

Kintana

(2006)

Lepak

(2006)

Delaney
& Huselid

(1996)

Huselid

1995

Youndt

1996

Huselid
(1995)

Evans & Davis2005

Seong2011

(Colbert, 2004; Alotaibi, 2001; Gavino, 2005)

Wu Chaturvedi(2009)

Appelbaum (2000)

Lepak et al.(2006)

Macky & Boxall(2007)

Whitener (2001)

(Huselid, 1995)
(Rousseau, 1995)Teh
(2012)


Organ(1988) 1938 Barnard
The Function of the Executive
Katz & Kahn(1978)

1.
2.
3.

Bateman & Organ(1983) Katz & Kahn(1978) 3

Organ(1988)

Smith, Organ, Near(1983)

(Podsakoff et al.,2000)Organ(1988)

Podsakoff, Ahearne & Mackenzi(1997)

(Allen & Rush, 1998)

Moorman(1991)

Bateman Organ(1983)
Van Dyne(1994)Moorman &
Blakely(1995)(1997)

6
Podsakoff (2000)

2003
Bateman & Organ, 1983)
Smith, Organ & Near, 1983)
(altruism)(conscientiousness)(sportsmanship)
(courtesy)(civic virtue)Organ, 1988
Williams &
Anderson, 1991
Hoffman, Blair, Meriac & Woehr (2007) Organ

Hoffman, Blair,
Meriac & Woehr (2007)

10

(Schein, 2010)
Schneider(1990)
O'Reilly(1989)

Daft(1998)

Schein(2010)

Greenberg Baron(2008)

Schein(1994)

Robbins(2005)

11


(Lim,1995)Glisson & James(2002)(
)
Parker (2003)

(1993)

(Trice and Beyer, 1993)

perceived organizational culture

Hartog Verburg (2004)

Handy(1993)
Denison & Spreitzer(1991)
Cameron & Quinn(1999)
12

 ()
() () ()
Greenberg & Baron(2008)

O'Reilly (1991) (Organizational Culture Profile

OCP) Q-sort
(supportiveness)(outcome orientation)
(team orientation)(innovation)(aggressiveness)
(attention to details)(emphasis on rewards)(decisiveness)

(O'Reilly et al., 1991)

Denison & Mishra (1995) O'Reilly (1991)

2003

O'Reilly (1991)

(Condrey, 1995)
13

(Burton, 2003;Eisenberger et al. 1990)

(Cameron & Quinn,

2011; Denison & Spreitzer, 1991)

(Evans & Davis, 2005; Farh et al., 1997)

(Gavino, 2005; Glisson & James, 2002)

O'Reilly (1991)

14

Boselie2005 19952003
104 42 AMO
(Ability-Motivation-Opportunity Theory) AMO
AMO Appelbaum 2000
AbilityMotivation
Opportunity

AMO

AMO

(Boselie, 2005Pfeffer(1998)
15

Appelbaum (2000)

Alotaibi2001

Colbert2004
,

(Teh et al., 2012)

16

(Evans & Davis, 2005)

(Denison & Spreitzer,1991)Harris

& Ogbonna(1999)

Condrey(1995)
Hartog Verburg (2004)

Kopelman (1990)

(Gavino, 2005)

(Boselie, 2005
Kopelman (1990)

17

Hartog Verburg (2004)

(Colbert,
2004; Alotaibi, 2001; Gavino, 2005)Boselie(2005)

(Pfeffer, 1998)
Arthur(1994)

(Hartog & Verburg, 2004)Evans Davis

(2005)

Tsai Kao(2004)

18

Robbins2005

Lepal (2006)

Hartog Verburg (2004)

19


Organ(1988)

Organ & Ryan(1995)

(2007)
(Social Exchange)(Reciprocity)

()

Chatman, 1991

20

Organ1988

Chien(2004)

(Hartog & Verburg, 2004)Teh (2012)

Podsakoff & Mackenzie(2000)

Gavino(2005)
(Witt & Kacmar, 2001)
H1.
Hartog Verburg (2004)

(2009)

Teh (2012)
Waris(2006)

21

(2009)Goodman Svyantek(1999)

H2.
Organ1988
Teh
(2012)

(Hartog & Verburg, 2004)

Burton(2003)

Ouchi
(1981)

(2009)

H3.
22

(2009)

(Teh et al.,2012)
Hartog Verburg (2004)

(Tzafrir, 2005)

(Eisenberger et al., 1990)

H4.

23

3-1

H1.
H2.
H3.
H4.

24

(HPWS)
(Guthrie, 2001)
(perceived HPWS)
(Seong, 2011)

(Schein, 2010) O'Reilly(1991) 4

()
()
()
()

(Organ, 1988; Podsakoff et al.,2000)

(Allen & Rush, 1998; Hartog &
Verburg, 2004)

25

Appelbaum 2000 AMO Ability/Skill

MotivationOpportunity 11
30 1 6

3-1

AMO
Ability/Skill

Motivation

Opportunity

O'Reilly 1991 (Organizational

Culture Profile, OCP) 54 Q-Sort
OCP
(supportiveness culture)4 (outcome-oriented culture)5
(team-oriented culture)3 (innovation culture)8
20 1 6

Williams & Anderson 1991

6 1 6

26


SPSS 20.0

Cronbach

0.7

-1 1 Pearson

27

230 6 224
(74.8%)(52.3%)(47.7)
56% 35%
40 89.8% 30 35.6%31-40
54.2%41 10.2% 5 (74.3%)

4-1

56

25.2%

166

74.8%

116

52.3%

106

47.7%

()

1.4%

15

6.8%

124

56.4%

()

78

35.4%

30

77

35.6%

31-40

117

54.2%

41

22

10.2%

5 ()

159

74.3%

5-10

25

11.7%

10 ()

30

14%

28

4-2 4 5
8 0.5 3
4 3

4-2

30
3
4
3
3

.926
.891
.629
.828
.832

.832

29

Cronbach's

Pearson
Pearson
-1 1 (r=1)
(0<r<1)(r=0)(-1<r<0)(r= -1) 4-3

0.41 0.55 0.19 0.32 0.25

0.17 0.25
-0.24
-0.03

4-3

1
2
3
4
5
6

3.91
4.02
4.02
2.98
4.50
5.02

0.69
0.51
0.44
0.57
0.60
0.56

-0.08
0.21**
0.36***
0.55**
0.17*

0.24**
0.06
0.19**
-0.24**

-0.04
0.32**
0.25**

0.25**
-0.03

0.41**

N=224

*p<0.05**p<0.01***p<0.001

30

4-4

0.17
0.05
0.06
-0.03*
0.12
0.02
-0.22

0.13
0.04
0.05
-0.03
0.06
-0.03
-0.27

0.15
0.08
0.04
-0.03*
0.13
-0.02
-0.21

0.14
0.04
0.06
-0.03*
0.07
-0.02
-0.24

0.16
0.06
0.06
-0.03*
0.11
0.02
-0.24

0.09
0.08
0.03
-0.03*
0.04
-0.11
-0.29

-0.05
0.14*
0.09
-0.15*

-0.03
0.15
0.08
-0.12

-0.05
0.13*
0.09
-0.16*

-0.05
0.14*
0.12+
-0.15*

-0.04
0.15*
0.08
-0.13+

-0.03
0.14*
0.12+
-0.15*

0.47***

0.48***

0.45***

0.47***

0.47***

0.44***

HPWS

HPWSx
HPWSx
HPWSx

0.10*
-0.11*
0.14*

HPWSx
2

R ()
R2
F
2
R
N=224

0.06
-0.14**
0.17*

0.27
0.22
6.11***
0.12***

0.28
0.24
6.09***
0.01*

0.28
0.24
6.08***
0.01*

0.29
0.24
6.14***
0.02*

0.05

0.05

0.27
0.22
5.68***
0

0.32
0.22
5.83***
0.05**

*p<0.05**p<0.01***p<0.001

=0=1
=0=1

=0=1,0,0=0,1,0=0,0,1
31

4-1HPWS

4-2 HPWS

32

4-3HPWS

4-4HPWS

33


4-4 2
28% 0.1 4-1

H1

4-4 3
28%-0.11 4-2

H2

4-2 4
29% 0.14 4-3

H3

34


4-2 5

4-4
0.05

H4

4-4 6

35

5-1

5-1

H1

H2

H3

H4

36

(Huselid,
1995; Evans & Davis, 2005)
(Podsakoff et al., 2000 )
H1

(Waris, 2006)

(Goodman & Svyantek, 1999)H2

37


(Burton, 2003; Denison & Mishra, 1995)
H3

H4

(2003)

(Turnipseed,1994)

(Turnipseed,2002)

H4

38

39

(Greenberg & Baron, 2008)

40

1.

2009
2137-144

2.

2007276
228-229

3.

2003
3293-113

4.

2009
14
176-178

5.

1993

69-103

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