摘要：既有研究中，关于多导向实践的兼顾型高绩效工作系统（HPWS）尚在起步阶段，且其构成与内部交互效应的研究也较为缺乏。本研究基于工作要求一资源理论从组态视角探讨了兼顾型HPWS的承诺型与控制型子系统交互而成的不同组态对员工工作倦怠的影响，以及工作重塑和个人一工作匹配的链式中介作用。基于493份两个时点的纵向数据分析发现，承诺型子系统和控制型子系统对工作倦怠有不同影响，进而兼顾型HPWS的不同组态对工作倦怠的影响存在显著差异，并识别出有效组态（高承诺一高控制、高承诺一低控制）和无效组态（低承诺一高控制、低承诺一低控制），得出影响效果的排序；工作重塑和个人一工作匹配在上述关系间均表现出部分中介作用，并且存在以工作重塑和个人一工作匹配为中介变量的链式中介路径。

Abstract: In the existing researches, the high-performance work system (HPWS) including multioriented practices is still in its infancy, and the research on its composition and internal interaction effect is also relatively lacking. Based on the theory of job demands-resources, this study discusses the influence of different configurations on employee job burnout, as well as the chain mediating effect of job crafting and person-job fit. Based on the analysis of 493 longitudinal data at two time points, it is found that the commitment subsystem and the control subsystem have different impacts on job burnout, and the different configurations of the balanced HPWS have significant differences on the impact of job burnout. The effective configurations (high commitment-high control, high commitment-low control) and ineffective configurations (low commitment-high control, low commitment-low control) are identified, and the ranking of the effects is also obtained. Both job crafting and person-job fit play a partial mediating role in the above relationships, and there exists a chain mediation path with job crafting and person-job fit as mediating variables.