提升员工体验:探索全球积极氛围,影响关键员工成果

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-11 DOI:10.1108/ebhrm-03-2022-0070
Sarah McCallum, J. Haar, Barbara Myers
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引用次数: 0

摘要

组织氛围反映了员工对组织文化实现方式的看法,大多数研究只探讨了一种或两种氛围。本研究运用积极组织行为理论和资源保护理论,探讨了一种包括感知组织支持、心理社会安全、组织正念、有价值工作和包容五种气候的全球积极气候。利用GPC预测员工敬业度和工作满意度,并以心理资本为中介。除此之外,高性能工作系统(HPWS)作为GPC的调节因子被包括在内,以测试人力资源实践可能与积极气候相互作用以实现卓越成果的潜在方式。设计/方法/方法一个大样本(n = 1,007)的新西兰工人在广泛的职业和行业。对数据进行验证性因子分析(CFA),并进行有调节的中介检验。研究发现,员工满意度与心理资本、员工敬业度和工作满意度存在显著相关,心理资本对员工满意度的影响具有预测作用,并具有一定的中介作用,但员工满意度仍然显著。HPWS仅与心理资本显著相关,并与GPC相互作用,导致心理资本和员工敬业度最高。GPC的间接效应随HPWS的增加而增加,存在显著的调节效应。这项研究很重要,因为它提供了围绕GPC的经验证据,并展示了组织和人力资源管理经理如何通过建立一个强大的氛围和提供重要的人力资源实践来提高关键员工的态度。原创性/价值除了GPC的独特效应外,这些发现还为资源保护理论提供了有用的理论见解。
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Enhancing the employee experience: exploring a global positive climate to influence key employee outcomes
PurposeOrganizational climates reflect employee perceptions of the way organizational culture is actualized and most studies explore one or two climates only. The present study uses a positive organizational behavior approach and conservation of resources theory to explore a global positive climate (GPC) encompassing five climates: perceive organizational support, psychosocial safety climate, organizational mindfulness, worthy work and inclusion climate. The GPC is used to predict employee engagement and job satisfaction, with psychological capital as a mediator. Beyond this, high performance work systems (HPWS) are included as a moderator of GPC to test the potential way HR practices might interact with positive climates to achieve superior outcomes.Design/methodology/approachA large sample (n = 1,007) of New Zealand workers across a wide range of occupations and industries. Confirmatory factor analysis (CFA) of the data was used and moderated mediation tests were conducted.FindingsGPC is significantly related to psychological capital, employee engagement and job satisfaction, and while psychological capital also predicts the outcomes, and has some mediation effects on GPC influence, GPC remains significant. HPWS is significantly related to psychological capital only and interacts with GPC leading to the highest psychological capital and employee engagement. Significant moderated mediation effects are found, with the indirect effect of GPC increasing as HPWS increase.Research limitations/implicationsThis research is important because it provides empirical evidence around a GPC and shows how organizations and HRM managers can enhance key employee attitudes through building a strong climate and providing important HR practices.Originality/valueBeyond unique effects from GPC, the findings provide useful theoretical insights toward conservation of resources theory.
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CiteScore
2.70
自引率
6.20%
发文量
39
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