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Stimulating product and process innovation through HRM practices: the mediating effect of knowledge management capability 通过人力资源管理实践刺激产品和流程创新:知识管理能力的中介作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-07-06 DOI: 10.1108/ebhrm-04-2021-0068
S. T. Than, P. Le, Thai Phong Le, D. Nguyen
PurposeThis study aims to investigate the influence of human resource management (HRM) practices on two aspects of innovation capability namely product and process innovation. It also attempts to clarify the HRM-innovation relationship by examining the mediating roles of specific components of knowledge management capability (KMC) namely knowledge acquisition, knowledge sharing and knowledge application.Design/methodology/approachThis research used the quantitative method and structural equation modeling (SEM) approach to examine hypotheses with data obtained by survey from 325 participants in 98 Vietnamese firms.FindingsThe empirical findings show the evidence on the mediating roles of components of KMC in the HRM-innovation relationship and indicate that HRM practices have a greater impact on product innovation compared to its effects on process innovation. In contrast, all three components of the KMC produce larger impacts on process innovation than on product innovation. In particular, it highlights the key role of knowledge sharing in predicting product and process innovation in comparison to the roles of knowledge acquisition and knowledge application.Practical implicationsCEOs/managers should practice and manage their human resource to foster organizational capability for product and process innovation directly or indirectly via enhancing aspects of KMC namely knowledge acquisition, sharing and application.Originality/valueBy investigating the mediating mechanisms of specific components of KMC, the paper has significantly contributed to advancing the body of knowledge of innovation theory and providing deeper insights on the correlation between HRM practices and aspects of innovation capability namely product and process innovation.
目的本研究旨在探讨人力资源管理实践对产品创新和过程创新两个方面的创新能力的影响。它还试图通过考察知识管理能力的特定组成部分(即知识获取、知识共享和知识应用)的中介作用来阐明人力资源管理创新关系。设计/方法论/方法本研究采用定量方法和结构方程建模(SEM)方法,通过对98家越南公司325名参与者的调查数据来检验假设。研究结果实证结果显示了KMC各组成部分在人力资源管理创新关系中的中介作用,并表明人力资源管理实践对产品创新的影响大于对过程创新的影响。相比之下,KMC的所有三个组成部分对工艺创新的影响都大于对产品创新的影响。特别是,与知识获取和知识应用的作用相比,它强调了知识共享在预测产品和流程创新方面的关键作用。实践意义CEO/经理应实践和管理其人力资源,通过加强知识管理的各个方面,即知识获取、共享和应用,直接或间接地培养产品和流程创新的组织能力。独创性/价值通过研究KMC特定组成部分的中介机制,本文对推进创新理论的知识体系,并对人力资源管理实践与创新能力(即产品和过程创新)之间的相关性提供了更深入的见解,做出了重大贡献。
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引用次数: 12
Teleworking during the COVID-19 pandemic: a leader-member exchange perspective 新冠肺炎大流行期间的远程工作:领导与成员交流视角
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-31 DOI: 10.1108/ebhrm-10-2021-0220
Yuhsuan Chang, ChungJen Chien, Li-fang Shen
PurposeThe COVID-19 pandemic has accelerated the process of teleworking and teleworking is expected to be a central feature of workplaces of the future. The present study examines the effect of leader-member exchange (LMX) and perception of loneliness on the relationship between proactive coping and the work productivity of teleworkers during the COVID-19 crisis time.Design/methodology/approachUsing structural equation modeling (SEM), this study the study is based on a survey of 572 teleworkers in Taiwan drawn from a variety of industry sectors.FindingsThrough the application of a hypothesized moderated mediation model, the indirect effects of proactive coping on work productivity via LMX are stronger for employees who experience a higher level of perceived loneliness.Research limitations/implicationsThe results have contributed to current understanding on the success of telework at the individual level and extends research framework of teleworking. Using self-report questionnaire is one of the limitations; however, this was feasible data collection method during COVID-19.Practical implicationsOrganizations need to provide further training aimed at enhancing proactive coping and dealing with future work challenges in the complex and dynamic workplace.Originality/valueThis study is the first among its type to examine proactive coping and job productivity from a LMX during COVID-19.
目的新冠肺炎疫情加速了远程工作的进程,远程工作有望成为未来工作场所的核心特征。本研究考察了领导成员交流(LMX)和孤独感对新冠肺炎危机时期远程工作者积极应对与工作效率之间关系的影响。设计/方法/方法利用结构方程模型(SEM),本研究基于对台湾572名来自不同行业的远程工作者的调查。发现通过应用假设的适度中介模型,对于感受到更高孤独感的员工来说,通过LMX主动应对对工作效率的间接影响更强。研究局限性/含义这些结果有助于当前在个人层面上理解远程工作的成功,并扩展了远程工作的研究框架。使用自我报告问卷是限制之一;然而,在COVID-19期间,这是可行的数据收集方法。实际含义组织需要提供进一步的培训,以加强在复杂而动态的工作场所中积极应对和应对未来的工作挑战。创意/价值这项研究是同类研究中第一项在新冠肺炎期间从LMX检查积极应对和工作效率的研究。
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引用次数: 2
Relations outside the workplace matter! A nexus of coworker ostracism, relational capital, alternate belongingness and knowledge hiding 工作场所以外的关系很重要!同事排斥、关系资本、交替归属和知识隐藏的联系
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-26 DOI: 10.1108/ebhrm-06-2021-0123
T. Fatima, A. Bilal, Muhammad Imran, M. Waqas
PurposeThe current study aims to investigate the impact of coworker ostracism on coworker-directed knowledge hiding through the mediating role of relational social capital and moderating role of alternate belongingness in Pakistani higher educational settings.Design/methodology/approachA time-lagged study was carried out in which data from teaching and non-teaching faculty (N = 217) from the higher education sector of Lahore, Pakistan, were collected through multi-stage sampling. The collected data were analysed using moderated mediation analysis (PROCESS model 4 and 7).FindingsThe results revealed that ostracism from coworkers has an unfavourable impact on relational social capital that in turn promotes knowledge hiding. Nonetheless, if ostracized employees had sources to fulfil belongingness needs outside the work settings, this negative association was strengthened.Originality/valueThe authors have taken the role of belongingness outside the workplace in explaining the coworker ostracism and knowledge hiding relationship in higher educational settings and identified the explanatory role of relational social capital.
目的通过关系社会资本的中介作用和替代归属感的调节作用,探讨巴基斯坦高等教育背景下同事排斥对同事导向知识隐藏的影响。设计/方法/方法进行了一项滞后研究,其中通过多阶段抽样收集了来自巴基斯坦拉合尔高等教育部门的教学和非教学人员(N = 217)的数据。研究结果表明,同事排斥对关系社会资本产生不利影响,进而促进知识隐藏。然而,如果被排斥的员工在工作环境之外有满足归属感需求的来源,这种负面联系就会得到加强。原创性/价值作者在解释高等教育背景下的同事排斥和知识隐藏关系时,运用了职场外归属感的作用,并确定了关系社会资本的解释作用。
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引用次数: 2
On the relationship between procedural justice and organizational citizenship behavior: a test of mediation and moderation effects 程序正义与组织公民行为的关系——中介和调节效应检验
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-24 DOI: 10.1108/ebhrm-05-2021-0107
Phan Dinh Nguyen, Lobel Trong Thuy Tran
PurposeThis study conceptualizes job engagement and satisfaction as a crucial mediating mechanism in the relationship between procedural justice and citizenship behavior at individual level (OCB) under the boundary conditions of perceived supervisor support (PSS) and rewards and recognition (RR).Design/methodology/approachThe survey data were obtained from two periods of time. To reduce the potential bias, the authors approached respondents from different business units and measured RR and OCB from different points of time. The authors assessed the path significance at 95% bias-corrected confidence interval or more by the PLS algorithm and bootstrapping statistics.FindingsUsing an import-export company data, this study substantiates a positive effect of the proposed mediational mechanism of job engagement and satisfaction. In addition, the authors substantiate moderating roles of PSS and RR in the relationships between procedural justice and job satisfaction and, between job engagement and OCB, respectively.Originality/valueThis study is an important extension in enhancing the procedural justice and OCB relationship. The results do not only underscore the contributions of job engagement and satisfaction as vital mediators to the assumed relationship but also lend support to the inclusion of the moderating effects of PSS and RR.
目的本研究将工作参与度和满意度概念化为在感知上司支持(PSS)和奖励与认可(RR)的边界条件下,程序公正与个人公民行为(OCB)之间关系的一个重要中介机制。为了减少潜在的偏见,作者接触了来自不同业务部门的受访者,并从不同的时间点测量了RR和OCB。作者通过PLS算法和自举统计评估了95%偏差校正置信区间或更大置信区间下的路径显著性。结果利用一家进出口公司的数据,本研究证实了所提出的工作敬业度和满意度中介机制的积极作用。此外,作者还证实了PSS和RR分别在程序公正与工作满意度之间以及工作敬业度与OCB之间的关系中起调节作用。独创性/价值本研究是加强程序正义与OCB关系的重要延伸。研究结果不仅强调了工作参与度和满意度作为假设关系的重要中介的贡献,而且支持纳入PSS和RR的调节作用。
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引用次数: 5
Organizational justice and employees' intention to stay: the mediating role of job satisfaction 组织公平与员工留任意愿:工作满意度的中介作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-13 DOI: 10.1108/ebhrm-07-2021-0156
E. Knezović, Ilma Neimarlija
PurposeThis study investigates the relationships between the four dimensions of organizational justice (OJ) (distributive, procedural, interpersonal, and informational) and employees' intention to stay (ITS) in organizations in Bosnia and Herzegovina while considering the mediating role of job satisfaction (JS).Design/methodology/approachThrough a cross-sectional questionnaire-based survey, 336 responses were collected from employees in private companies and non-governmental organizations. Structural equation modeling was performed to test the hypotheses.FindingsResults indicate support for the relationships between dimensions of OJ and ITS, except in the case of procedural justice (PJ). Similarly, JS is a full mediator in all relationships, except for PJ.Originality/valueThe study extends the literature by incorporating all four dimensions of OJ and testing them individually in relation to the ITS. Furthermore, the study deviates from a traditional approach of simple relationships by introducing the mediating role of JS. Finally, it contributes to the scarce literature in developing countries.
目的本研究调查了组织公正(OJ)四个维度(分配、程序、人际和信息)与员工在波斯尼亚和黑塞哥维那组织中的居留意愿(ITS)之间的关系,同时考虑了工作满意度(JS)的中介作用,从私营公司和非政府组织的雇员那里收集了336份答复。进行结构方程建模以检验假设。调查结果表明,除了程序正义(PJ)的情况外,OJ维度和ITS维度之间的关系得到了支持。同样,JS在所有关系中都是一个完整的中介,PJ.Originality/value除外。该研究通过结合OJ的所有四个维度并单独测试它们与ITS的关系来扩展文献。此外,本研究通过引入JS的中介作用,偏离了传统的简单关系方法。最后,它助长了发展中国家稀缺的文献。
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引用次数: 3
The bright side of entitlement: exploring the positive effects of psychological entitlement on job involvement 权利的积极面:探索心理权利对工作投入的积极影响
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-13 DOI: 10.1108/ebhrm-05-2021-0097
Szu-Yin Lin, Hsien-Chun Chen, I. Chen
PurposeAlthough the sense of entitlement was traditionally associated with a range of maladaptive personality characteristics, the purpose of the current study is to take an initial step to explore a positive implication of psychological entitlement.Design/methodology/approachThe target population for this study comprises employees from various industries in Taiwan. To examine the research hypotheses, structural equation modeling techniques were employed to perform a mediation analysis and conditional process analysis.FindingsThe results of this research showed that career ambition mediates the relationship between psychological entitlement and job involvement, where psychological entitlement is positively related to career ambition, and career ambition is positively related to job involvement. Nonetheless, the authors' data did not support the proposed moderation effect of self-efficacy on the relationship between career ambition and job involvement.Originality/valueThis work is among the first to investigate how an employee's psychological entitlement is associated with his/her job involvement and the boundary conditions that affect this relationship.
目的尽管权利感传统上与一系列不适应的人格特征有关,但本研究的目的是迈出第一步,探索心理权利的积极含义。设计/方法/方法本研究的目标人群包括台湾不同行业的员工。为了检验研究假设,采用结构方程建模技术进行中介分析和条件过程分析。研究结果表明,职业抱负介导了心理权利与工作投入之间的关系,其中心理权利与职业抱负呈正相关,职业抱负与工作投入呈正相关。尽管如此,作者的数据并不支持自我效能感对职业抱负和工作参与之间关系的调节作用。独创性/价值这项工作是第一批调查员工的心理权利如何与他/她的工作参与以及影响这种关系的边界条件相关的工作之一。
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引用次数: 0
Demographic diversity, perceived workplace discrimination and workers' well-being: context matters 人口多样性、工作场所歧视和工人福祉:背景问题
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-05-10 DOI: 10.1108/ebhrm-08-2021-0179
M. Boulet, Marie Lachapelle, Sebastien Keiff
PurposeThe main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers' well-being in Canada.Design/methodology/approachThe authors used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models.FindingsWomen and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants' perceived workplace discrimination risk is no different from that of non-immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health.Practical implicationsSince perceived discrimination has a detrimental effect on workers' well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.Originality/valueThe authors findings are original because they suggest that visible socio-demographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities and it has tangible impacts on the workers' well-being.
目的本文的主要目的是促进科学知识的进步,了解加拿大工作场所歧视的决定因素及其对工人幸福感的影响。设计/方法/方法作者根据2016年加拿大工作和家庭综合社会调查的数据,使用了7706名18至65岁的工人的代表性样本进行逻辑回归模型。发现女性和明显的少数群体更容易意识到自己经历过工作场所歧视,但移民感知的工作场所歧视风险与非移民没有什么不同。公共行政部门的这种风险比其他行业更高,各省之间也有所不同。感知到的工作场所歧视会增加压力,并与自我报告的心理健康水平较低有关。实际含义由于感知到的歧视对员工的幸福感有不利影响,组织应特别关注员工的感知。仅仅依靠官方对歧视的投诉可能会导致组织低估这一问题,因为许多员工不倾向于提出官方投诉,即使他们认为自己受到了歧视。独创性/价值作者的研究结果是独创的,因为它们表明可见的社会人口特征(性别和可见的少数群体)会影响感知到的工作场所歧视,而不可见的社会人口学特征(移民)则不然。他们指出,居住省份是需要考虑的背景因素,他们指出,公共部门的工人比其他行业的工人更容易受到歧视。这些实证贡献突出表明,尽管反歧视法律和政府努力促进公平、多样性和包容性,但加拿大的工作场所歧视现象依然存在,尤其是在妇女和明显的少数群体中,它对工人的福祉产生了实实在在的影响。
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引用次数: 2
Person-environment fit: a luxury good for those who can afford it? 人与环境的契合:对于那些负担得起的人来说,这是一种奢侈品吗?
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-04-19 DOI: 10.1108/ebhrm-04-2021-0072
Franziska M. Renz
PurposeThe study integrates organizational demography theory into person-environment fit theories to question the assumption that all employees can afford to strive for person-environment fit. The ethnic/racial diversity in organizations is investigated as a boundary condition in order to develop implications to mitigate the challenges of employees with precarious jobs, especially persons of color (POCs), in the society.Design/methodology/approachPublicly accessible and objective data from organizations in the S&P 1500 index were collected through Compustat, ExecuComp, the Bloomberg Terminal and the websites of Fortune, the United States Census Bureau and the U.S. Department of Labor. A path analysis of time-lagged data was performed to support causal relationships between the examined constructs while controlling for alternative explanations.FindingsUnsafe working conditions moderate the U-shaped relationship between ethnic/racial diversity and turnover and turn it into an inverted U-shaped relationship because employees in precarious jobs, especially POCs, cannot afford to leave unsafe working conditions. Organizations with unsafe working conditions are more likely to invest in sustainability initiatives. However, organizations' financial performance does not benefit from this investment.Originality/valueThe circumstance that not all employees can afford person-environment fit and its organizational outcomes are identified and empirically tested. Scholars can integrate this boundary condition in future research. Implications for practice and policy are also derived.
目的本研究将组织人口学理论与人-环境适应理论相结合,对所有员工都有能力争取人-环境适合的假设提出质疑。将组织中的种族/种族多样性作为一个边界条件进行调查,以产生影响,缓解工作不稳定的员工,特别是有色人种在社会中的挑战。设计/方法/方法通过Compustat、ExecuComp、彭博终端以及《财富》杂志、美国人口普查局和美国劳工部的网站收集了标准普尔1500指数中各组织的可公开获取的客观数据。对时间滞后数据进行路径分析,以支持所检查的结构之间的因果关系,同时控制替代解释。发现不安全的工作条件缓和了种族/种族多样性与离职率之间的U型关系,并将其转变为倒U型关系——因为从事不稳定工作的员工,尤其是POC,无法离开不安全的劳动条件。工作条件不安全的组织更有可能投资于可持续发展举措。然而,组织的财务业绩并没有从这项投资中受益。独创性/价值并非所有员工都能负担得起人与环境相适应的环境及其组织结果都经过了识别和实证检验。学者们可以在未来的研究中整合这一边界条件。还得出了对实践和政策的启示。
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引用次数: 0
Examining employee retention and motivation: the moderating effect of employee generation 检视员工保留与激励:员工生成的调节作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-04-18 DOI: 10.1108/ebhrm-05-2021-0101
C. C. Lee, Hyoun Sook Lim, D. Seo, Dong-Heon Kwak
PurposeThis study explored moderating effects of employee generations on factors related to employee retention and motivation in the workplace.Design/methodology/approachThe authors developed a survey instrument and collected the survey data via Amazon Mechanical Turk. After filtering out bad responses, the authors ended up with 489 sample cases for this study. The authors used structural equation modeling for data analysis.FindingsEvidence showed that only transformational leadership was significantly related to retention of Generation X employees and only work–life balance had a significant relationship with intrinsic motivation. For Generation Y employees, transformational leadership was the only factor affecting their retention while both transformational leadership and autonomy showed significant impacts on their intrinsic motivation. Generation Z employees reported that only transformation leadership affected their retention while transformational leadership, corporate social responsibility and autonomy were significantly related to their intrinsic motivation in the workplace. All three generations showed statistical significance between intrinsic motivation and employee retention.Practical implicationsThis study could help business practitioners increase employees' work motivation and retention.Originality/valueFirst, our results revealed interesting similarities and differences between generations in terms of the factors that affected employees' retention and motivation. Second, this study proved that employees' generation affects the impacts of transformational leadership, CSR, autonomy, WLB and technology on their motivation and retention in the workplace. Third, the results of our study also showed that employees of different generations are intrinsically motivated by different factors, proving the importance of considering generational differences in motivation literature.
目的探讨员工代际对员工留任和工作动机相关因素的调节作用。设计/方法/方法作者开发了一种调查工具,并通过Amazon Mechanical Turk收集调查数据。在过滤掉不良反应后,作者最终为这项研究提供了489个样本病例。作者采用结构方程模型进行数据分析。研究结果表明,只有变革型领导与X一代员工的留存率显著相关,只有工作与生活平衡与内在动机显著相关。对于Y世代员工来说,变革型领导是唯一影响他们留任的因素,而变革型领导和自主性对他们的内在动机都有显著影响。Z世代员工报告称,只有变革型领导对他们的留任有影响,而变革型领导、企业社会责任和自主性对他们的职场内在动机有显著影响。三代人内在激励对员工留任的影响均有统计学意义。实践意义本研究可以帮助企业提高员工的工作动机和保留率。创意/价值首先,我们的研究结果揭示了在影响员工留任和激励的因素方面,几代人之间有趣的异同。其次,本研究证明了员工的生成会影响变革型领导、企业社会责任、自主性、工作负载和技术对员工在工作场所的动机和保留度的影响。第三,我们的研究结果还表明,不同世代的员工受到不同因素的内在激励,证明了在激励文献中考虑代际差异的重要性。
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引用次数: 11
High-performance work systems in an Arab Middle Eastern context: analysis from multisource data 阿拉伯-中东背景下的高性能工作系统:多源数据分析
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-04-15 DOI: 10.1108/ebhrm-04-2021-0070
M. Aboramadan
PurposeThe absence of robust information on the application of Human resources managemnet (HRM) practices in the Arab Middle Eastern region has generated an urgent need to understand what and how HRM practices can be used to manage employees in the region. Therefore, building on the social exchange theory and job demands-resources (JD-R) model, this paper proposes a model to examine the effects of high-performance work systems (HPWS) on employees' work-related outcomes, namely, job performance, organizational citizenship behavior (OCB) and innovative work behavior (IWB) in a non-industry setting in an Arab Middle Eastern context. In this model, work engagement was theorized to serve as an intervening mechanism among the aforementioned relationships.Design/methodology/approachData were collected from 210 academic staff working in the Palestinian higher education sector, together with evaluations from 30 supervisors. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe results indicate that HPWS positively affect employees' job performance, OCB and IWB. Moreover, work engagement partially mediates these relationships.Practical implicationsThe results can be useful for managers in the Middle East pertaining to the role HPWS can play in boosting employees' job performance, OCB and IWB.Originality/valueHRM research in Middle East, although limited, is mainly focused on examining the impact of HPWS on organizational rather than individual outcomes. In response to the scholarly call made on the strong need to conduct more HRM research in the Middle East (Budhwar et al., 2019), this research represents the first study that examines the impact of HPWS on in-role and extra-role performance in an Arab Middle Eastern context. Furthermore, the study contributes to the HRM research by relying on a sample from a non-industry sector rather than a sample from a manufacturing setting. Finally, this research is one of the few studies that explore the outcomes of HPWS in an academic setting through the intervening mechanism of work engagement.
阿拉伯中东地区缺乏关于人力资源管理(HRM)实践应用的可靠信息,因此迫切需要了解人力资源管理实践可以用于管理该地区的员工。因此,本文在社会交换理论和工作需求-资源(JD-R)模型的基础上,提出了一个模型,以考察阿拉伯中东地区非工业环境下,高绩效工作系统(HPWS)对员工工作绩效、组织公民行为(OCB)和创新工作行为(IWB)的影响。在这个模型中,工作投入被理论化为上述关系之间的中介机制。设计/方法/办法收集了210名在巴勒斯坦高等教育部门工作的学术人员的数据,以及30名主管的评价。采用结构方程模型(SEM)对数据进行分析。研究结果表明,高绩效对员工的工作绩效、组织公民行为和IWB有正向影响。此外,工作投入在一定程度上调解了这些关系。本研究结果对中东地区的管理者在提高员工工作绩效、组织公民行为和个人内行方面的作用有一定的借鉴意义。原创性/价值人力资源管理在中东的研究,虽然有限,主要集中在检查HPWS对组织的影响,而不是个人的结果。为了响应学术呼吁,强烈需要在中东进行更多的人力资源管理研究(Budhwar等人,2019),本研究是第一个研究阿拉伯中东背景下HPWS对角色内和角色外绩效影响的研究。此外,该研究通过依赖于来自非工业部门的样本而不是来自制造业环境的样本,从而有助于人力资源管理研究。最后,本研究是为数不多的通过工作投入的干预机制在学术背景下探索高绩效员工服务结果的研究之一。
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引用次数: 3
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