隨著資訊科技的發展及快速變動的環境下，企業必須持續地建立、調整、重置其內外部的各項資源以掌握競爭優勢。過往研究著重以策略的觀點探討高績效工作系統透過組織雙歧，進而影響個人及組織績效。然而動態能力理論(Dynamic Capability)的概念也在近年受到更多的重視，強調辨識、掌握、轉換機會的能力，故本研究以動態能力觀點探討高績效工作系統對對組織及員工績效的影響。另外在兩者之間的中介與調節機制也會在本研究中進行探討。本研究的研究對象為18間企業36個部門單位，包含高階管理職、單位管理職與單位員工，共252名。本研究採用多層次結構方程模型(Multilevel Structural Equation Modeling, MSEM)進行資料合併檢驗，研究結果顯示員工雙歧會中介高績效工作系統與員工績效之間的關係；而和諧會調節員工雙歧和員工績效之間的關係。

With the development of technology and the rapidly changing environment, enterprises must continue to integrate, build, and reconfigure internal and external resources to achieve competitive advantage. Research has focused on high-performance work systems through organizational ambidexterity affects individual and organizational performance with strategic perspective of. However, the concept of Dynamic Capability has been discussed in recent years, emphasizing the ability to sense, seize, and transform opportunities. Therefore, this study explores the impact of high performance work systems on organizational and employee performance from a dynamic capability perspective. In addition, the mediation and moderation between the two will also be discussed in this study.

The research object of this study is 36 departments and units of 18 enterprises, including high-level managerial staff, unit managerial staff and unit staff, totaling 252 persons. In this study, multilevel structural equation modeling (MSEM) was used for data combination testing. The results showed that employee ambidexterity can mediating the relationship between high performance work systems and employee performance; and harmony can moderating employee ambidexterity and employee performance.

This paper contributes to high performance work systems and employee performance research by revealing the mediating mechanisms and moderating mechanisms.

一、中文文獻
郭敏珣、邱琬亭(2009)。高績效工作系統組成因子與互動性之探索。第十五屆企業人力資源管理專題實務研究成果發表。

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