Antecedents and measures of organizational effectiveness: A systematic review of literature

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100915

Aastha Dhoopar , Priyanka Sihag , Bindu Gupta

引用次数: 3

Abstract

The purpose of this paper is to systematically review the academic literature on organizational effectiveness (OE) through an analysis of 134 contributions. While OE is the most important goal for an organization, research views on this construct are diversified. Over time, the literature has increasingly focused on antecedents, measures, and more diversified approaches to OE. This paper contributes to the OE literature by developing an integrated conceptual model that considers the levels of antecedents (individual, group, and organizational) as well as measures of OE (financial, operational, structural, and attitudinal). Previous research has focused primarily on organizational-level antecedents and non-financial measures of OE. The paper also discusses the barriers hampering the measurement of OE. An agenda for future research is also provided.

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组织有效性的前提和衡量标准：文献系统综述

本文的目的是通过对134篇论文的分析，对组织有效性的学术文献进行系统的回顾。虽然OE是组织最重要的目标，但关于这一结构的研究观点是多样化的。随着时间的推移，文献越来越多地关注于OE的前因、测量和更多样化的方法。本文通过开发一个综合的概念模型对OE文献做出了贡献，该模型考虑了前置因素(个人、团体和组织)的水平以及OE的测量(财务、运营、结构和态度)。以往的研究主要集中在组织层面的前因和OE的非财务度量上。本文还讨论了影响企业价值计量的障碍。并提出了今后研究的议程。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.