人力资源职能对组织绩效的影响超越了高绩效工作实践范式:人力资源管理全系统视角

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-02-28 DOI:10.1108/ebhrm-05-2022-0123
Carlos Botelho, Paul Terence Kearns, Stuart Woollard
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引用次数: 0

摘要

目的通过高效能工作实践的有效部署,分析人力资源职能对组织绩效的影响。尽管研究人员已经研究了这些构念之间的关系,但现有文献显示了相互矛盾的发现。因此,在当代战略人力资源管理文献的基础上,本研究采用系统思维视角扩展了以前的框架,即人力资源管理系统成熟度的概念。设计/方法/方法这是一项横断面研究,收集了来自135个组织的424名经理和员工的主要数据。采用结构方程模型在单位水平上对研究模型和假设进行检验。研究结果支持人力资源职能对感知组织绩效的积极影响。此外,通过高绩效工作实践证明中介是部分的,支持人力资源功能比人力资源实践对组织绩效具有增量价值。在系统思维的启发下,本研究检验了一个人力资源管理系统、人力资源职能和组织绩效相结合的集成模型。总的来说,它为人力资源职能对组织绩效的影响提供了额外的证据,从而对文献有所贡献。研究局限性/启示:数据是在单一时间点使用问卷收集的,因此,不允许因果推论。研究结果为有意设计和实施有效的人力资源管理系统和建立成功的人力资源部门的组织领导者提供了指导。原创性/价值本研究促进了对人力资源职能、人力资源实践和人力资源管理系统相互作用来解释组织绩效的机制的理解。此外,它建议组织决策者从高绩效工作实践中获益最多,应该将其嵌入成熟的人力资源管理系统。
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The HR function's influence on organizational performance beyond high-performance work practices paradigm: an HRM whole system perspective
PurposeThis paper analyzes the influence of HR function on organizational performance through the effective deployment of high-performance work practices. Although researchers have examined the relationship between these constructs, extant literature demonstrates contradictory findings. Thus, building on contemporary strategic HRM literature this study expands previous frameworks adopting a system thinking perspective, namely the concept of maturity of HRM system.Design/methodology/approachIt is a cross-sectional study, having collected primary data from 424 managers and employees working in 135 organizations. The research model and hypotheses were tested at unit level using structured equation modelling.FindingsThe results support a positive impact of the HR function on perceived organizational performance. Furthermore, demonstrating that the mediation through high-performance work practices is partial, supporting that the HR function has an incremental value over HR practices on organizational performance. Inspired by system thinking, this study tested an integrated model that combines the HRM system, HR function and organizational performance. Overall, it contributes to the literature by providing additional evidence to the influence of HR Function for organizational performance.Research limitations/implicationsThe data were collected using a questionnaire at a single point in time, and thus, not allowing cause-effect inferences.Practical implicationsThe results provide guidance to organizational leaders interested in designing and implementing effective HRM systems and building successful HR departments.Originality/valueThis study advances the understanding of the mechanisms by which HR function, HR practices and HRM system interact to explain organizational performance. Furthermore, it suggests that organizational decision-makers to benefit the most from high-performance work practices should embedded them on mature HRM systems.
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CiteScore
2.70
自引率
6.20%
发文量
39
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