1990年代開始，高績效工作系統與組織績效之間的研究備受研究學者所探討。但是，近來學者開始爭論高績效工作系統的作用對象是組織員工，並將其所知覺到的高績效工作系統反映在個人工作績效上。此外，學者們也提出，員工績效是組織績效達成的先決條件。然而，關於員工知覺的高績效工作系統與員工績效之間的實證研究，其關聯性的研究發現卻相當分歧。原因在於每個研究所採用的樣本、研究方式與測量方法不盡相同。因此，本研究採用後設分析，將過去的研究結果利用量化的方式做整合並結論。 本研究以後設分析探討員工知覺的高績效工作系統與員工績效間的關聯性，並將員工績效分為任務績效與組織公民行為。針對23篇與任務績效相關的研究，共計樣本數7676，和19篇與組織公民行為相關的研究，共計樣本數5563，做後設分析。本研究結果發現員工知覺的高績效工作系統對員工績效具有中度的影響效果量，對員工任務績效有效果量0.29，對組織公民行為有效果量0.32。;Employee individual performance is the antecedent of organizational performance has been argued by researchers in many studies. And it is employees to perceive and experience HPWS. Some studies even found that score reported from organizational-level HPWS would be higher than the one reported from employees. However, various sample characteristics and research methods lead to inconsistent study results about employee-perceived HPWS and employee performance. Therefore, this study uses meta-analysis to collect studies in the past to give an estimation of more correct effect size between these two variables. In this meta-analysis, I examine the relationship between employee-perceived HPWS and employee performance (i.e. task performance and OCB). With 23 studies (total 7676 sample size) for task performance and 19 studies (total 5563 sample size) for OCB, the analysis results show that employee-perceived HPWS has a significant impact on employee performance, which the effect size is 0.299 for task performance and 0.321 for OCB.
