从专属人才管理实践看员工态度:对德里酒店员工的研究

R. Bhatia, Papori Baruah
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引用次数: 1

摘要

了解员工对专属人才管理(ETM)实践的态度,对于伦理问题变得越来越重要。尽管具有重要意义,但本研究是同类研究中的一个,该研究首先旨在检查ETM实践中产生的积极和消极态度,并检查有才能和无才能员工之间的差异。基于社会交换和信号理论,过去的研究从概念上提出,有才能和无才能的员工可能存在差异,因为他们对正义和支持的看法不同,因为这种做法遵循了组织中的劳动力歧视。其次,本文还旨在分析感知公平和感知支持如何影响员工对ETM实践的态度。采用便利抽样技术,通过问卷调查法收集数据,收集了新德里15家豪华酒店735名员工的回答。在AMOS中进行了结构方程建模和中介分析,以检验各种关系。研究结果表明,ETM实践对员工的积极态度和消极态度都有显著影响。此外,有才能的员工对积极态度的感知水平高于无才能的员工,而对消极态度的感知水平无显著差异。此外,我们还提出,员工的态度差异是由于他们对公平的看法和对ETM实践的支持。研究发现,感知公正在积极态度和消极态度之间都起中介作用,而感知支持只在积极态度和消极态度之间起中介作用。
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Evaluating the Attitude of Employees from the Practice of Exclusive Talent Management: A Study of Hotel Employees in Delhi
Understanding employees’ attitude towards the practice of exclusive talent management (ETM) has become increasingly important for ethical concerns. Despite its significant importance, this study is one of its kind, which first aims to examine the positive and negative attitude arising from the practice of ETM and also checks for the difference between the talented and non-talented employees. Based on social exchange and signalling theories, past studies have conceptually proposed that there may exist a difference in talented and non-talented employees because of their perception of justice and support, as this practice follows workforce discrimination in the organisation. Second, this article also aims to analyse how perceived justice and perceived support affect the attitude of employees towards ETM practices. Data was collected through the questionnaire method by applying convenience sampling technique, and responses of 735 employees were collected across 15 luxury hotels in New Delhi. Structural equation modelling and mediation analysis were conducted in AMOS to test various relationships. The findings suggest that ETM practices significantly affect both positive and negative attitude of employees. Also, talented employees perceive higher levels of positive attitude than non-talented employees, whereas no significant difference was found in their perception of negative attitude. Further, it was proposed that the differences in the attitude of the employees are because of their perception of justice and support towards ETM practices. It was found that perceived justice mediates the relationship of ETM with both positive and negative attitudes, but perceived support only mediates the relationship of ETM practices and the negative attitude.
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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