促进创新的人力资源管理、员工促进性声音和组织绩效感知:多层次调节序列中介分析

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-04-22 DOI:10.1108/pr-02-2023-0136
Mingqiong Mike Zhang, Jiuhua Cherrie Zhu, Helen De Cieri, Nicola McNeil, Kaixin Zhang
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引用次数: 0

摘要

目的在一个复杂多变、动荡不安的商业世界里,鼓励员工通过发声行为来表达他们以改进为导向的新想法,对于组织的生存和发展至关重要。对于研究者和管理者来说,了解如何在工作中培养员工的积极发言权是一个重要问题。本研究探讨了如何通过具体的人力资源管理实践和积极的员工态度来培养员工的积极发言权。本研究采用了时滞多源调查设计。数据收集自 113 家公司的 215 名高管、790 名主管和 1004 名员工,并利用多层次调节序列中介模型进行分析。研究结果本研究的结果显示,促进性声音与感知组织绩效显著相关。促进创新的人力资源管理与员工的促进性声音呈正相关。员工的工作满意度在一定程度上调节了人力资源管理与员工声音之间的关系。研究发现,在公司层面上,权力距离导向对创新增强型人力资源管理与员工工作满意度之间的关系有明显的调节作用。我们的研究结果表明,如果促进创新的人力资源管理政策不能提高员工的工作满意度,那么这些政策就可能无法促进员工的积极发言权。原创性/价值这项研究对文献中一些想当然的假设提出了质疑,如任何高绩效人力资源管理捆绑(如 HPWS)都能促进员工的积极发言权,人力资源管理对组织结果的影响是直接的,甚至是无条件的。它强调了避免人力资源管理对员工声音产生潜在意外影响的必要性,以及声音研究背景化的重要性。
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Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis

Purpose

In a complex, ever-changing, and turbulent business world, encouraging employees to express their improvement-oriented novel ideas through voice behavior is crucial for organizations to survive and thrive. Understanding how to foster employee promotive voice at work is a significant issue for both researchers and managers. This study explores how to foster employee promotive voice through specific HRM practices and positive employee attitudes. It also examines the effect of employee promotive voice on perceived organizational performance.

Design/methodology/approach

This study employed a time-lagged multisource survey design. Data were collected from 215 executives, 790 supervisors, and 1,004 employees in 113 firms, and analyzed utilizing a multilevel moderated serial mediation model.

Findings

The findings of this study revealed that promotive voice was significantly related to perceived organizational performance. Innovation-enhancing HRM was positively associated with employee promotive voice. The HRM-voice relationship was partially mediated by employee job satisfaction. Power distance orientation was found to significantly moderate the relationship between innovation-enhancing HRM and employee job satisfaction at the firm level. Our findings showed that innovation-enhancing HRM policies may fail to foster promotive voice if they do not enhance employee job satisfaction.

Originality/value

This study challenges some taken-for-granted assumptions in the literature such as any high performance HRM bundles (e.g. HPWS) can foster employee promotive voice, and the effects of HRM are direct and even unconditional on organizational outcomes. It emphasizes the need to avoid potential unintended effects of HRM on employee voice and the importance of contextualizing voice research.

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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
期刊最新文献
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