Service-oriented high performance human resource practices and proactive work behavior: A moderated mediation model

IF 7.4 2区管理学 Q1 MANAGEMENT Service Industries Journal Pub Date : 2023-10-09 DOI:10.1080/02642069.2023.2261857

Gökhan Kenar, Murat Yeşiltaş

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引用次数: 1

Abstract

ABSTRACTService-oriented high-performance human resource practices are a very useful tool for ensuring service quality in the hospitality and tourism industry. Based on the social exchange theory, social learning theory, and the human resource management-performance model, this study investigates how and when service-oriented high-performance human resource practices influence positive employee behaviors. The purpose of this study is to investigate the role of service-oriented high-performance human resource practices on proactive work behavior. The study further investigates the mediating role of service orientation and the moderating role of service leadership in this relationship. Data were analyzed using PROCESS macro. The results of the study revealed that service-oriented high-performance human resource practices directly trigger proactive work behavior, and service orientation has a mediating role in this relationship. Furthermore, service leadership has a moderated mediation role in the effect of service-oriented high-performance human resource practices on proactive work behavior through service orientation.摘要以服务为导向的高绩效人力资源实践在酒店和旅游业中确保服务质量方面发挥着重要作用。本研究基于社会交换理论、社会学习理论以及人力资源管理绩效模型，探讨了以服务为导向的高绩效人力资源实践如何影响员工的主动工作行为，并研究了这种影响何时发生。本研究旨在探究服务导向的高绩效人力资源实践在促进主动工作行为中的作用，同时进一步研究了服务取向在这一关系中的中介作用以及服务领导在其中的调节作用。研究数据使用PROCESS 宏进行分析。研究结果表明，以服务为导向的高绩效人力资源实践直接激发了员工的主动工作行为，而服务取向在这一关系中起到了中介作用。此外，服务领导在以服务为导向的高绩效人力资源实践通过服务取向对员工主动工作行为的影响中具有调节中介作用。KEYWORDS: Service-oriented high performance human resource practicesproactive work behaviorservice orientationservice leadership关键词: 以服务为导向的高绩效人力资源实践;主动工作行为;服务取向;服务领导 Disclosure statementNo potential conflict of interest was reported by the author(s).

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面向服务的高性能人力资源实践与主动工作行为:一个有调节的中介模型

摘要面向服务的高性能人力资源实践是保证酒店和旅游业服务质量的一个非常有用的工具。本研究基于社会交换理论、社会学习理论和人力资源管理绩效模型，探讨面向服务的高性能人力资源实践如何以及何时影响员工的积极行为。摘要本研究旨在探讨服务型高绩效人力资源实务对主动工作行为的影响。本研究进一步探讨了服务导向的中介作用和服务领导在这一关系中的调节作用。使用PROCESS宏对数据进行分析。研究结果表明，面向服务的高绩效人力资源实践直接触发主动性工作行为，而服务取向在这一关系中起中介作用。此外，服务领导在服务型高性能人力资源实践通过服务导向对主动性工作行为的影响中具有调节的中介作用。本研究基于社会交换理论、社会学习理论以及人力资源管理绩效模型，探讨了以服务为导向的高绩效人力资源实践如何影响员工的主动工作行为，并研究了这种影响何时发生。本研究旨在探究服务导向的高绩效人力资源实践在促进主动工作行为中的作用，同时进一步研究了服务取向在这一关系中的中介作用以及服务领导在其中的调节作用。处理过程研究结果表明，以服务为导向的高绩效人力资源实践直接激发了员工的主动工作行为，而服务取向在这一关系中起到了中介作用。此外，服务领导在以服务为导向的高绩效人力资源实践通过服务取向对员工主动工作行为的影响中具有调节中介作用。关键词:面向服务的高效人力资源实践主动工作行为服务导向服务领导披露声明作者未报告潜在的利益冲突。

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来源期刊

Service Industries Journal MANAGEMENT-

CiteScore

19.00

自引率

18.10%

发文量

期刊介绍： The mission of The Service Industries Journal is to enhance our understanding of the services sector, service firms, and the efficient management of these entities. Pioneering the field since 1981, we stand as the world's inaugural academic, peer-reviewed journal dedicated to the services sector and service management. Over the years, we have earned a prestigious international reputation for delivering high-quality content and insights. We enthusiastically invite submissions from researchers worldwide whose studies are grounded in social sciences such as sociology, psychology, economics, law, and politics.