A Study on the Influence of High Performance Work Systems to Employees’ Withdrawal Behavior: Job Engagement as a Mediator

• Main Authors: Ya-Hui Haung, 黃雅惠
• Other Authors: Liang-Chih Haung
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/85r9ca

碩士 === 國立中正大學 === 勞工關係學系暨研究所 === 102 === This study discussed the mediating effect of job engagement on the relationship between High Performance Work Systems (HPWS) and employee withdrawal behavior. Purposive sampling was applied to collect data. Subjects were the employees of the Chain Service Industry including catering services, bakery services, beauty salon services and other related industries. A specific screening system was used to select frontline employees of the service chain industries which have developed a number of chain stores in Taiwan. 401 valid questionnaires received from 110 branches with an average of five questionnaires distributed to per store were collected. Results of Hierarchical Linear Model (HLM) analysis showed that the HPWS has a negative effect on employee withdrawal behavior and a positive effect on job engagement. There is a negative impact of job engagement on withdrawal behavior. Furthermore, job engagement partially mediates on the relationship between HPWS and employee withdrawal behavior. The results indicate that the mediating effect of causation arising from a psychological level does exist. The study suggests that different concepts related to employees’ feelings to organizations as independent variables to explore other dependent variables will be applied for future researches. Therefore, we can have more thorough and extensive research for the phenomenon of how employee withdrawal behavior effects on job engagement.