工商管理学院知识库

         With the continuous iterative upgrading of digital technology and the increasing uncertainty of the external environment, the work content of employees is becoming more and more complex. In this context, employees ' work pressure is increasing day by day, which is more likely to generate negative emotions such as fatigue and anxiety, and it is difficult to generate a sense of prosperity. Many studies have pointed out that as a positive psychological experience, thriving at work is extremely important to promote the growth of employees and the sustainable development of the organization. Existing research mainly focuses on the impact of leadership style and job characteristics on thriving at work, and fails to pay full attention to the impact of important human resource management systems in the organization on employees ' thriving at work. As an important human resource management system, high performance work system can systematically affect the working status of employees. Therefore, this study intends to explore the impact of high performance work system on employees ' thriving at work. In addition, many current studies mainly focus on the positive impact of high performance work systems, and propose that high performance work systems can help organizations achieve performance maximization goals and improve market competitiveness. However, some scholars have recently begun to question the positive impact of high-performance work systems, suggesting that high-performance work systems may be detrimental to employee development. This view points out that the high performance work system will increase the control of employees while assisting the organization to improve performance, which is not conducive to the positive working state of employees. Based on this, this study intends to explore the influence mechanism of high performance work system on employees ' thriving at work from both positive and negative aspects.

       The results show that : (1) High performance work system can enhance employees ' perceived organizational support by providing work resources, and perceived organizational support plays a positive mediating role between high performance work system and employees ' thriving at work. (2) High performance work system increases the workload of employees by strengthening job requirements, and workload plays a negative mediating role between high performance work system and employee thriving at work. (3) Trait regulatory focus moderates the relationship between high-performance work system and perceived organizational support, workload, and the mediating effect of perceived organizational support and workload on the relationship between high-performance work system and employee thriving at work. That is, the higher the promotion regulatory tendency of employees, the stronger the mediating effect of perceived organizational support, the weaker the mediating effect of workload, the higher the defensive regulatory tendency of employees, the stronger the mediating effect of workload, the weaker the mediating effect of perceived organizational support.