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Impact of team voice on employee voice behavior: role of felt obligation for constructive change and supervisor expectations for voice 团队建言对员工建言行为的影响:建设性变革义务感与主管建言期望的作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-10-11 DOI: 10.1108/ebhrm-10-2021-0225
Um-e-Rubbab, Muhammad Irshad, S. M. M. R. Naqvi
PurposePromotive and prohibitive voice behavior is essential for effective team performance and organizational sustainability. However, the existing literature is limited on the role of team voice in predicting employee voice behavior. The authors proposed that team members' voices serve as a cue for engagement in felt obligation for constructive change, which sets the path for employees' engagement in promotive and prohibitive voice behavior. This study further proposed that supervisor expectation for voice may alter the relationship between team voice and felt obligation for constructive change of employees. The authors' proposed model is based on social information processing theory.Design/methodology/approachThe data were collected from 313 telecommunication sector employees and the companies supervisors through a multi-source time-lagged design. Linear regression analysis and the Preacher and Hayes Process for mediation and moderation were used to test the proposed hypothesis.FindingsThe results support the direct effect of team voice on promotive and prohibitive voice behavior, and the indirect effect of team voice on promotive voice behavior through the mediation of felt obligation for constructive change was also supported. However, mediation of felt obligation for constructive change between team voice and prohibitive voice behavior was not supported. The results also support the moderation of supervisor expectation for voice between team voice and felt obligation for constructive change.Originality/valueFindings of the study may help organizational practitioners and managers about the value of promotive and prohibitive voice behavior for better team functioning through team voice. The study also highlights the importance of supervisor expectations for voice to strengthen the association between team voice and felt obligation for constructive change among employees. Both dimensions of voice behavior, i.e. promotive and prohibitive voice, are crucial for improved organizational functioning and preventing the organization from harm and loss. Organizations should create environments high on voice behavior to remain competitive and meet the challenges of dynamic business environments.
目的促进性和禁止性建言对于有效的团队绩效和组织的可持续性至关重要。然而,现有文献对团队建言在预测员工建言行为中的作用的研究有限。作者提出,团队成员的声音可以作为参与建设性变革的感觉义务的线索,这为员工参与促进和禁止建言设定了道路。本研究进一步提出,主管对建言的期望可能会改变团队建言与员工建设性变革义务感之间的关系。作者提出的模型基于社会信息加工理论。设计/方法/方法通过多源滞后设计,从313名电信行业员工和公司主管中收集数据。采用线性回归分析和传道者和海耶斯过程的中介和调节来检验提出的假设。研究结果支持了团队建言对促进性建言和禁止性建言的直接影响,并支持了团队建言通过建设性变革义务感的中介作用对促进性建言的间接影响。然而,团队建言与禁止性建言之间不存在建设性改变义务感的中介作用。研究结果也支持管理者对团队意见的期望在团队意见和建设性变革的感觉义务之间的调节。原创性/价值本研究的发现可以帮助组织实践者和管理者了解促进性和禁止性建言对通过团队建言改善团队功能的价值。该研究还强调了主管对声音的期望对于加强团队声音与员工对建设性变革的义务之间的联系的重要性。建言的两个维度,即促进性建言和禁止性建言,对于改善组织功能和防止组织受到伤害和损失至关重要。组织应该创造高度重视建言的环境,以保持竞争力,并应对动态商业环境的挑战。
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引用次数: 4
Linking meaningful work and nurse turnover intention: a multilevel modeling 有意义工作与护士离职意向的关联:一个多层次的模型
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-10-11 DOI: 10.1108/ebhrm-01-2022-0016
Decha Dechawatanapaisal
PurposeThis study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.Design/methodology/approachA cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.FindingsThe results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.Research limitations/implicationsDespite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.Practical implicationsCoaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.Originality/valueThe novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.
目的本研究旨在检验团队层面的主管支持对个人层面的有意义工作、工作嵌入性和离职意向之间关系的调节作用。设计/方法/方法一项横断面研究在泰国私立综合医院的52个工作单位进行。共有719名护士完成了一份自我报告问卷。这些假设通过多层次方法进行了检验。研究结果表明,工作嵌入性介导了有意义工作与辞职意向之间的关系,团队层面的主管支持通过强化有意义工作对工作嵌入性的影响来降低离职意向。研究局限性/含义尽管可能没有常见的方法差异,但由于单一来源的调查数据,可能存在社会期望偏差。由于样本的性质,这些发现的可推广性可能有限,因为样本只涉及一个行业。实际含义指导主管管理和沟通风格,并为团队成员提供关注和期望的发言权,这可能会提高主管对各自团队成员的支持程度。独创性/价值本研究的新颖性在于,通过考虑跨层面的视角,将有意义的工作和团队主管的支持成分纳入工作嵌入性离职模型的中介路径中。
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引用次数: 2
Employees' adoption of HR analytics – a theoretical framework based on career construction theory 员工对人力资源分析的采用——基于职业构建理论的理论框架
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-10-07 DOI: 10.1108/ebhrm-02-2022-0053
K. Dhankhar, Ashutosh Kumar Singh
PurposeDrawing upon the career construction theory, the present study aims to propose and test a mediation model exploring the association among technology readiness, adoption of human resource (HR) analytics by HR professionals, and organizational career growth.Design/methodology/approachA survey has been conducted to collect data from HR professionals (N = 347) working in various industrial sectors in India. The data collected is analyzed for mediation using SPSS PROCESS Macro (Model 4).FindingsThe study provided evidence about the mediating role of individual adoption of HR analytics between technology readiness (motivators, inhibitors) and organization career growth (career goal progress, professional ability development, promotion speed and remuneration growth).Research limitations/implicationsFirstly, the results provide evidence in relation to the career construction theory with respect to adoption of human resource analytics by HR professionals. Secondly, the study findings validate the technology readiness model in the context of adopting HR analytics. Thirdly and most significantly, the study proposes a novel theoretical framework for adoption of HR analytics by HR professionals in organizations.Practical implicationsThe findings imply that HR professionals' technology readiness (motivators and inhibitors) can facilitate better adoption of HR analytics in organizations. Moreover, the adoption of HR analytics shall promote better career growth for HR professionals.Originality/valueThe present study builds and tests a theoretical framework based on technology readiness, individual adoption of HR analytics, and organization career growth. The study is the first of its kind to the best of the authors' knowledge.
目的运用职业建构理论,提出并检验一个中介模型,探讨技术准备程度、人力资源专业人员采用人力资源分析与组织职业成长之间的关系。设计/方法/方法进行了一项调查,以收集在印度各个工业部门工作的人力资源专业人士(N = 347)的数据。本研究提供了个人采用人力资源分析在技术准备(激励因素、抑制因素)和组织职业成长(职业目标进展、专业能力发展、晋升速度和薪酬增长)之间的中介作用的证据。研究局限/启示首先,研究结果为职业建设理论在人力资源专业人员采用人力资源分析方面提供了证据。其次,研究结果在采用人力资源分析的背景下验证了技术就绪模型。第三,也是最重要的一点,本研究为人力资源专业人员在组织中采用人力资源分析提出了一个新的理论框架。实际意义研究结果表明,人力资源专业人员的技术准备(激励因素和抑制因素)可以促进组织更好地采用人力资源分析。此外,人力资源分析的采用将促进人力资源专业人员更好的职业发展。原创性/价值本研究建立并测试了一个基于技术准备、个人采用人力资源分析和组织职业发展的理论框架。据作者所知,这是同类研究中的首例。
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引用次数: 1
Impact of boredom on perceived inequity and discretionary behaviors: a latent growth curve approach 无聊对感知不平等和自由裁量行为的影响:一种潜在增长曲线方法
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-10-04 DOI: 10.1108/ebhrm-01-2022-0024
S. Chou, Bo Han, C. Ramser
PurposeThis study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and discretionary workplace behaviors.Design/methodology/approachA total of 668 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. The hypothesized model was tested using a latent growth curve modeling via EQS 6.4 for Windows.FindingsThis study finds the following results. First, benevolent employees who experience higher initial work-related boredom report positive inequity. Second, entitled employees who experience higher initial work-related boredom and a perceived lack of external stimulation report negative inequity. Third, increases in work-related boredom and a perceived lack of external stimulation result in a faster increase in entitled employees' perceived negative inequity. Fourth, entitled employees who perceive higher negative inequity at the initial measurement period report higher interpersonal deviance. Finally, increases in entitled employees' perceived negative inequity result in a faster increase in interpersonal deviance.Originality/valueThis study highlights how employees may assess their effort and rewards when experiencing boredom. This study also offers some practical recommendations that help human resource managers manage boredom in the organization effectively.
目的本研究旨在检验与工作相关的无聊和缺乏外部刺激对善意和有资格的员工感知的不公平和自由裁量的工作行为的影响。设计/方法/方法在三个月的时间里,通过Amazon Mechanical Turk共获得了668个可用的三波面板数据。假设的模型通过Windows.Findings的EQS 6.4使用潜在增长曲线模型进行了测试。本研究发现了以下结果。首先,乐善好施的员工在最初经历了更高的工作无聊感后,报告了积极的不公平现象。其次,那些最初经历了更高的工作无聊感和缺乏外部刺激的合格员工报告了负面的不公平。第三,与工作相关的无聊感和缺乏外部刺激的感觉增加,导致有资格的员工感知到的负面不公平现象更快地增加。第四,在最初的测量期内感知到更高负面不公平的合格员工报告了更高的人际偏差。最后,有资格的员工感知到的负面不公平的增加会导致人际偏差的更快增加。独创性/价值这项研究强调了员工在经历无聊时如何评估自己的努力和回报。本研究还提供了一些实用的建议,帮助人力资源经理有效地管理组织中的无聊情绪。
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引用次数: 0
The interplay of gendered identities and employees perception of organizational citizenship behavior 性别身份与员工对组织公民行为感知的相互作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-28 DOI: 10.1108/ebhrm-05-2021-0106
N. Kaur, Lakhwinder Singh Kang
PurposeDrawing from the gender schema theory and social role theory, the purpose of this study is to assess the gender-congruent nature of organizational citizenship behaviors (OCBs) through the mediating role of gender role orientation (femininity and masculinity) in the relationship between individuals sex and OCB dimensions. It also explores the moderating effect of gender ideology on the influence of sex on the exhibition of gender-congruent OCBs.Design/methodology/approachData were collected in two waves with a time lag of three weeks from frontline employees and their peers working in the Indian private banking sector. PROCESS macro was used to assess the hypothesized relationships.FindingsThe results indicated that femininity mediated the influence of sex on OCBs directed toward co-workers (OCBI). However, the mediating role of femininity was not confirmed in the association between sex and OCBs targeted toward customers (OCBC). Further, masculinity mediated the influence of sex on OCBs directed toward the organization (OCBO). Gender ideology also moderated the relationship between sex and OCBs, such that traditional women displayed more OCBI as compared to egalitarian women, while egalitarian women displayed more OCBC than traditional women. Additionally, traditional men were found to display more OCBO than egalitarian men.Originality/valueThe paper contributes to the existing literature by suggesting that the performance of OCBs depends upon various gender identities, with each gender identity having its own and significant effect on the performance of OCB.
目的借鉴性别图式理论和社会角色理论,通过性别角色取向(女性化和男性化)在个体性别与组织公民行为维度关系中的中介作用,评估组织公民行为的性别一致性。探讨了性别意识形态对性别对性别一致的公民行为表现的影响的调节作用。设计/方法/方法从印度私人银行部门的一线员工及其同行中分两波收集数据,时间滞后为三周。使用PROCESS宏来评估假设的关系。结果表明,女性气质介导了性别对同事直接行为的影响。然而,女性气质的中介作用在性别与面向顾客的OCBC之间的关系中并未得到证实。此外,男性气质在性别对面向组织的OCBO的影响中起中介作用。性别意识形态也调节了性别与OCBI之间的关系,例如传统女性比平等主义女性表现出更多的OCBI,而平等主义女性比传统女性表现出更多的OCBC。此外,传统男性被发现比平等主义男性表现出更多的OCBO。原创性/价值本文通过提出组织公民行为的绩效取决于不同的性别认同,每种性别认同对组织公民行为的绩效都有其自身的显著影响,从而补充了现有的文献。
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引用次数: 0
Rethinking recruitment ethically through the lens of corporate social responsibility (CSR) 从企业社会责任的角度重新思考招聘的道德问题
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-22 DOI: 10.1108/ebhrm-05-2022-0113
Vic Benuyenah
PurposeTraditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of anonymity in some emerging countries' recruitment processes mean that recruitment standards remain questionable and unethical. This paper presents a conceptual discourse on how current recruitment activities can be improved in light of progress made with global Internet infrastructure and CSR standards.Design/methodology/approachThis is primarily a conceptual paper intended to discuss unethical recruitment practices. The author used selected studies and case studies to present the case for improvements in the field of recruitment.FindingsCompared with easy apply options popularised through recruitment websites, organisations continue to favour traditionally lengthy and complicated applications. The incidence of unstated salary, lack of anonymity and poor communication from some recruiters imply that more has to be done in these areas of CSR.Research limitations/implicationsAs with most conceptual papers, this study lacks adequate empirical support. The claims and propositions made are largely based on a scanty number of current research and industry observations.Practical implicationsThis study will have potential application in scenarios where recruiters are seeking to improve their practice; however, the recommendations may not be applicable to all organisations.Social implicationsThe understanding of ethical values and their application to recruitment will vary from culture to culture.Originality/valueThe paper offers a clear path to debating recruitment ethics and improvements in current practices. No known studies have specifically targeted this area of ethical recruitment.
目的传统的招聘做法往往是严格的,但其中一些要素可以改进。一些新兴国家的招聘过程中,申请时间长、工资细节缺失或未说明,以及缺乏匿名性,这意味着招聘标准仍然值得怀疑和不道德。本文从概念上阐述了如何根据全球互联网基础设施和企业社会责任标准的进展来改进当前的招聘活动。设计/方法论/方法这主要是一篇概念性论文,旨在讨论不道德的招聘行为。作者利用选定的研究和案例研究提出了改进征聘领域的理由。发现与通过招聘网站普及的简单申请选项相比,组织仍然青睐传统上冗长而复杂的申请。一些招聘人员未说明工资、缺乏匿名性和沟通不畅的情况表明,在企业社会责任的这些领域还需要做更多的工作。研究局限性/含义与大多数概念论文一样,本研究缺乏足够的实证支持。所提出的主张和主张主要基于少量的当前研究和行业观察。实际含义这项研究将在招聘人员寻求改进其实践的场景中具有潜在的应用价值;然而,这些建议可能并不适用于所有组织。社会含义对道德价值观的理解及其在招聘中的应用因文化而异。原创性/价值该论文为讨论招聘道德和当前做法的改进提供了一条清晰的途径。没有已知的研究专门针对这一道德招聘领域。
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引用次数: 0
Workers' well-being and job performance in the context of COVID-19: a sector-specific approach 新冠肺炎背景下工人的幸福感和工作表现:一种特定部门的方法
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-21 DOI: 10.1108/ebhrm-07-2021-0139
M. Boulet, Annick Parent-Lamarche
PurposeThe main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.Design/methodology/approachThe authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.FindingsThe results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.Practical implicationsAll organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.Originality/valueThis study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.
本研究的主要目的是仔细研究第一次封锁期间跨部门工人幸福感与工作绩效之间的关系。作者还旨在研究工作与生活平衡、学校关闭后重新开放、工作量和远程工作对绩效的间接影响。设计/方法/方法作者使用了第一次封锁期间在线收集的447名加拿大工人的样本来执行一系列结构方程模型。研究结果表明,员工的幸福感提高了工作绩效,工作与生活平衡的满意度通过幸福感对工作绩效产生了积极的间接影响。这一发现表明,员工的幸福感调节了工作与生活平衡满意度与绩效之间的关系。然而,学校重新开学、工作量增加和远程办公并没有对各个部门产生普遍影响。实际影响所有组织都应实施人力资源实践,促进工人福祉和家庭友好型工作场所,特别是在大流行期间。相反,远程办公具有特定部门的影响,在实施时必须加以考虑。独创性/价值这项研究通过加强员工幸福感和工作绩效之间的桥梁而脱颖而出。幸福感和对工作与生活平衡的满意度对工作绩效的影响是普遍的,而学校重新开放、工作量增加和远程工作的影响则是特定部门的。
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引用次数: 2
Exploring the antecedents of high-performance work practices: empirical evidence from Ibero-America 探索高绩效工作实践的前因:来自伊比利亚-美洲的经验证据
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-20 DOI: 10.1108/ebhrm-04-2021-0069
Isis Gutiérrez-Martínez, Antonio Sancho y Maldonado, Rodrigo Costamagna, F. Duhamel
PurposeThis article analyzes the impact of the national culture, the dependence of the sector of activity on human capital, and the multinational character of the firm involved, on the degree of implementation of high performance work practices (HPWPs) in Ibero-American companies.Design/methodology/approachThis quantitative study results from a survey of 614 Ibero-American firms, in 6 different countries. Multiple regressions were performed to test the hypothesis proposed.FindingsHPWPs for employee recruitment and selection have been frequently implemented in Ibero-American countries. Three factors, i.e. national culture, degree of multinationality, and degree of dependence of the sector of activity on human capital, have a strong influence on the degree of implementation of HPWPs in general, at different degrees. For example, recruitment and selection practices are conditioned by the degree of multinationality, individualism, uncertainty avoidance, and power distance, while they are not influenced by masculinity and by the sector of activity.Practical implicationsHR managers must align the design and execution of HPWPs with the national culture, and with the characteristics of the sector of activity, they belong to. Domestic companies should also aspire to achieve the higher standards of multinational companies for specific HPWPs.Originality/valueThis study, to the authors’ best knowledge, is the first to provide insights into the influence of the three factors mentioned above on the degree of implementation of HPWPs in Ibero-American firms, using multiple regression analysis. The authors examine in this article a larger set of HPWPs than does most of the existing empirical literature.
目的本文分析了民族文化、活动部门对人力资本的依赖以及相关企业的跨国性质对伊比利亚-美洲公司实施高绩效工作实践的程度的影响。设计/方法/方法这项定量研究是对6个不同国家614家伊比利亚-美洲公司的调查结果。对提出的假设进行了多元回归检验。伊比利亚-美洲国家经常实施员工招聘和选拔的FindingsHPWP。三个因素,即民族文化、跨国程度和活动部门对人力资本的依赖程度,在不同程度上对HPWP的总体实施程度产生了强烈影响。例如,招聘和选拔做法受到多国性、个人主义、避免不确定性和权力距离的程度的制约,而不受男子气概和活动部门的影响。实际意义人力资源经理必须将HPWP的设计和执行与民族文化以及他们所属行业的特点相一致。国内公司也应该渴望在特定的HPWP方面达到跨国公司的更高标准。原创性/价值据作者所知,这项研究,首次使用多元回归分析深入了解了上述三个因素对伊比利亚-美洲公司实施HPWP程度的影响。在这篇文章中,作者研究了一组比大多数现有经验文献更大的HPWP。
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引用次数: 0
Moderating role of resistance to change in the actual adoption of HR analytics in the Indian banking and financial services industry 在印度银行和金融服务行业实际采用人力资源分析时,抵制变革的调节作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-08 DOI: 10.1108/ebhrm-12-2021-0249
Meenal Arora, Anshika Prakash, A. Mittal, Swati Singh
PurposeThis study aimed to evaluate the factors that determine an individual's decision to adopt human resources (HR) analytics. This study attempts to extend Unified Theory of Acceptance and Use of Technology - 2 (UTAUT2) to identify the lag rate in adoption.Design/methodology/approachResponses were obtained from 387 HR employees of the Banking Financial Services and Insurance (BFSI) sector in metropolitan cities of India through nonprobabilistic purposive sampling. The analysis was performed through hierarchical regression, structural equation modeling and moderation of resistance to change.FindingsThe results suggest that performance expectancy, hedonic motivation and data availability are endorsed by proponents of the intention to adopt HR analytics. In contrast, effort expectancy, social influence, quantitative self-efficacy and habits did not influence behavioral intention (BI). Additionally, the actual use behavior (UB) of HR analytics was determined by BI and facilitating conditions. Furthermore, the moderating effect of resistance to change is explored.Practical implicationsThis study makes a significant contribution to the literature on the adoption of HR analytics. By appropriately concentrating on the adoption intention of HR analytics, organizations can intensify healthy employee relationships, thus encouraging the actual usage of HR analytics.Originality/valueThis study formulates a conceptual framework for the adoption of HR analytics that can be used by top management to formulate strategies for the implementation of HR analytics. Moreover, this study aimed to expand UTAUT2, emphasizing the concept of data availability and quantitative self-efficacy and examining the moderating role of resistance to change in the relationship between BI and UB.
目的本研究旨在评估决定个人采用人力资源(HR)分析的因素。本研究试图扩展技术接受和使用统一理论- 2 (UTAUT2),以确定采用的滞后率。设计/方法/方法通过非概率目的抽样,从印度大城市银行金融服务和保险(BFSI)部门的387名人力资源员工中获得了反馈。通过层次回归、结构方程模型和变革阻力的调节进行分析。研究结果表明,绩效预期、享乐动机和数据可用性得到了采用人力资源分析的支持者的认可。而努力期望、社会影响、量化自我效能感和习惯对行为意向(BI)没有影响。此外,人力资源分析的实际使用行为(UB)由BI和便利条件决定。此外,本文还探讨了抗拒变化的调节作用。实践意义本研究对人力资源分析应用的文献做出了重大贡献。通过适当地关注人力资源分析的采用意图,组织可以加强健康的员工关系,从而鼓励人力资源分析的实际使用。原创性/价值本研究为人力资源分析的采用制定了一个概念性框架,高层管理人员可以使用它来制定实施人力资源分析的战略。此外,本研究旨在扩展UTAUT2,强调数据可用性和定量自我效能的概念,并研究改变抵抗在BI和UB之间的关系中的调节作用。
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引用次数: 2
Differences in the organizational-commitment–rewards relationship between Chinese managers and Japanese expatriates in manufacturing companies in China 中国制造企业的中国经理和日本侨民在组织承诺-回报关系上的差异
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-07 DOI: 10.1108/ebhrm-09-2021-0196
K. Kokubun, Misako Yasui
PurposeAs China attracts more and more foreign enterprises today, it is getting more important to consider how to enhance the organizational commitment (OC) of host country employees. This paper aims to examine the differences in the relationship between OC and rewards among Chinese managers and Japanese expatriates who work for Japanese manufacturing companies in China.Design/methodology/approachHierarchical regression analysis was used to analyze survey data gathered from 539 Chinese managers and 354 Japanese expatriates working for a total of 19 Japanese manufacturing companies in China.FindingsThe findings reveal that, for Chinese managers, role clarity had a stronger influence and autonomy had a weaker influence on OC than for Japanese expatriates. A possible reason is the ethnocentric culture of Japanese companies that leads to Japanese expatriates not sufficiently empowering local human resources. Moreover, there was no difference between senior- and junior-level Chinese managers in the association of any kind of reward with OC.Research limitations/implicationsThe most significant limitation concerns its generalizability. The authors recommend that future research use other nations' expatriates as reference groups to objectively clarify the characteristics of Chinese workers, thus testing the validity of this research.Practical implicationsThe results of this research may be used to reshape future human-resource-management practices in several types of the company located in China to facilitate attracting and employing the employees most able to make long-term contributions to the company.Originality/valueAlthough previous research has elucidated OC–rewards relation in particular countries, it has not met the potential requirements of the expatriates who face the difference in OC–rewards relation with host country national managers. In this sense, to the best of the authors’ knowledge, this research was the first attempt to tackle this theme by contributing to the literature.
在中国吸引了越来越多的外国企业的今天,如何提高东道国员工的组织承诺(OC)变得越来越重要。本文旨在考察在华日资制造企业工作的中国籍管理者与日籍外派人员在OC与薪酬关系上的差异。设计/方法/方法采用层次回归分析对在华19家日本制造企业的539名中国管理人员和354名日本外派人员进行的调查数据进行分析。研究结果显示,与日本外派人员相比,中国管理人员的角色清晰性对组织结构的影响更强,而自主性对组织结构的影响更弱。一个可能的原因是,日本企业的民族中心主义文化导致日本侨民没有充分赋予当地人力资源权力。此外,在任何类型的奖励与工作效率的关联方面,中国高级和初级管理人员之间没有差异。研究的局限性/意义最重要的局限性在于它的普遍性。作者建议未来的研究以其他国家的外派人员为参照群体,客观地阐明中国工人的特征,从而检验本研究的有效性。实践意义本研究的结果可用于重塑未来中国几种类型公司的人力资源管理实践,以促进吸引和雇用最有能力为公司做出长期贡献的员工。原创性/价值虽然以往的研究已经阐明了特定国家的oc - reward relationship,但这并没有满足外派人员与东道国国家管理者在oc - reward relationship上的差异所面临的潜在需求。从这个意义上说,据作者所知,这项研究是第一次尝试通过对文献的贡献来解决这个主题。
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Evidence-based HRM-A Global Forum for Empirical Scholarship
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