Please wait a minute...
Advances in Psychological Science    2016, Vol. 24 Issue (7) : 1091-1106     DOI: 10.3724/SP.J.1042.2016.01091
Regular Articles |
The potential mechanisms involved in the negative effect of high performance work system
SUN Jianmin1,2; WANG Honglei1
(1 School of Labor and Human Resources, Renmin University of China, Beijing 100872, China) (2 Leadership Research Center, Renmin University of China, Beijing 100872, China)
Download: PDF(460 KB)  
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    

High performance work system (HPWS) is a set of human resource practices that designed to improve organizational performance, which has attracted widespread attention over recent decades. Existing research, however, revealed that the system had also brought negative effect apart from the positive outcomes. This paper clarified the conceptualization of HPWS and analyzed the causes for the negative effect from perspectives of management philosophy and measurement techniques. Differences of the impact of HPWS on organization and individual employees were analyzed and the sources of negative effect from pluralistic perspectives were presented. Building on the Job Demand-Resources model, Self-Determination Theory, Attribution Theory and the Too-Much-of-a-Good-Thing effect, we explicated the underlying mechanisms that HPWS exerts negative impact on employees and proposed the boundary conditions at both individual and organizational levels. Finally, implications and suggestions for future research were discussed.

Keywords high performance work system      negative effect      underlying mechanisms      boundary conditions     
Corresponding Authors: SUN Jianmin, E-mail:   
Issue Date: 15 July 2016
E-mail this article
E-mail Alert
Articles by authors
SUN Jianmin
WANG Honglei
Cite this article:   
SUN Jianmin,WANG Honglei. The potential mechanisms involved in the negative effect of high performance work system[J]. Advances in Psychological Science, 2016, 24(7): 1091-1106.
URL:     OR
[1] JIANG Yong-zhi; BAI Xiao-li; A Latanbagen; LIU Yong; LI Min; LIU Gui-qin. Problematic social networks usage of adolescent[J]. Advances in Psychological Science, 2016, 24(9): 1435-1447.
[2] WANG Zhen; XU Haoying; DU Chenduo. The Trickle-Down Effect in Leadership Research: A Review and Prospect[J]. Advances in Psychological Science, 2015, 23(6): 1079-1094.
[3] ZHU Yanhan;FAN Lijuan. Relationship Remedy: Types, Underlying Mechanisms and Models[J]. Advances in Psychological Science, 2014, 22(3): 512-521.
[4] YU Haitao;YANG Jinhua;ZHANG Yanjun;JIN Shenghua. Imagining Contact Reduce Intergroup Bias: Theoretical Basis, Practical Demand, Underlying Mechanisms[J]. Advances in Psychological Science, 2013, 21(10): 1824-1832.
[5] ZHAO Yong-Le;HE Ying;ZHENG Yong. Controversy in Negative Effects of Video Games[J]. , 2011, 19(12): 1788-1797.
[6] ZHANG Jin-Kun;BAI Xue-Jun;YANG Li-Xian. Researches Overseas on Testing Effect: A Review[J]. , 2008, 16(04): 661-670.
Full text



Copyright © Advances in Psychological Science
Support by Beijing Magtech