組織雙歧 (organizational ambidexterity) 的概念近年來備受重視。過去的研究主要著重於探討如何使企業同時做好探索型創新及應用型創新進而提升組織績效，而本研究企圖從策略性人力資源管理的觀點出發，探討公司層級的高績效工作系統對個體層級的經理人雙歧 (manager ambidexterity) 之影響。另外，兩者間跨層次的中介機制也會在本研究中進行探討。本研究的研究對象為184位管理者、346位員工，分別隸屬於79個部門及33間公司。研究結果顯示高績效工作系統會透過公司整體的網絡關係以及單位的共通語言與符號正向影響經理人雙歧；另外網絡關係亦會透過單位內的共通符號與語言影響經理人的創新工作表現。

Many researchers have focus on the concept of organizational ambidexterity. Previous papers investigate that how to achieve exploration and exploitation related activities. Based on these literatures, we attempt to use strategic human resource management view to discuss that company-level high performance work system influence individual-level manager's behavior. We also discuss the cross level mediation mechanisms such as company-level network and unit-level shared codes and language between high performance work system and manager ambidexterity.

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