在現今競爭激烈的環境中，創新 (innovation) 是企業能否永續生存的重要關鍵，正因如此，組織雙歧 (organizational ambidexterity) 成為近年來備受關注的議題。對追求創新的企業而言，人力資源管理系統扮演著重要角色，其能提升員工技能與動機，協助企業追求創新以獲取競爭優勢。然而，在過去的研究中，鮮少學者針對個體層次的雙歧進行探討，而當中的影響機制也始終未被清楚地交代。因此，本研究試圖由策略性人力資源管理的角度出發，探討高績效工作系統 (High-Performance Work System; HPWS) 對經理人雙歧 (manager’s ambidexterity) 的影響。本研究之樣本來自184位管理者與346位員工，其分別隸屬於79個部門及33間公司。研究發現，高績效工作系統會透過組織中的網絡關係及單位內的信任正向地影響經理人雙歧。本研究主要貢獻為對個體層次創新行為之探討，同時跨層次探究高績效工作系統對經理人創新行為的影響，釐清其中介機制以做為後續研究發展之基礎。

Innovation is the essential engine of long-term survival in today's competitive business environment. For this reason, organizational ambidexterity has become a critical issue in recent years. Human resource management system is the key for those enterprises seeking innovation. It enhances employees' skills and motivations to help enterprises pursue innovation and gain their competitive advantage. However, in previous studies, researchers rarely discussed individual ambidexterity. The relations between HRM and individual innovation were not clearly explained as well. Therefore, this study attempts to investigate the relations between high-performance work system (HPWS) and managers’ ambidexterity from the perspective of strategic human resource management. In this research, two versions of questionnaires were used: the manager version and employee version. Data collected from multiple resources involving 184 managers and 346 employees in 79 departments and 33 companies. The findings indicated that high-performance work system was positively associated with manager’s ambidexterity. The network among employees and trust in units partially mediated the positive relationship between HPWS and manager’s ambidexterity. The main contribution of this research was providing a better understanding of individual ambidexterity. Furthermore, this study explored the Black Box between HPWS and manager’s ambidexterity through cross-level analyses.

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