公共部门非高潜力人才管理实践:评估方法对工作成果的影响

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-02-08 DOI:10.1108/ebhrm-03-2022-0059
Maman Alimansyah, Yoshi Takahashi
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引用次数: 1

摘要

目的运用归因理论,研究人才管理实践中不同的内部人才选拔评价方法对非高潜力人才组织承诺、工作满意度和离职意向的影响。此外,本文还考察了公共服务动机(PSM)对这一关系的调节作用。设计/方法/方法作者进行了一项基于场景的调查,采用测试后实验设计,以分析来自印度尼西亚公共部门组织的245名国家卫生服务提供者的调查结果。研究结果:评价方法对国家卫生服务提供者的结果产生了部分的、意想不到的影响。具体来说,人才选择测量的“可控性”并不是NHPs实现预期结果的主要驱动因素,尽管最近的文献已经强调了这一点。PSM部分调节了评价方法与NHPs结果之间的关系。原创性/价值本研究基于主关系的意外结果,提出了文献未探索的“适当性”维度,进而提出了归因理论。
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Talent management practices for non-high potentials in the public sector: effect of appraisal methods on work outcomes
PurposeThis study aims to provide empirical evidence on the impact of different appraisal methods for internal talent selection in talent management practices on non-high potentials' (NHPs) outcomes, including organizational commitment, job satisfaction and intention to leave, drawing on the attribution theory. Furthermore, it examines the moderation of public service motivation (PSM) on this relationship.Design/methodology/approachThe authors conducted a scenario-based survey with a post-test experimental design to analyze the survey result using a sample of 245 NHPs from a public sector organization in Indonesia.FindingsThe appraisal methods affect NHPs' outcomes partially and in an unexpected way. Specifically, the “controllability” of talent selection measurement is not the primary driver in NHPs achieving expected outcomes, though it has been emphasized in the recent literature. PSM partially moderates the relationship between appraisal methods and NHPs' outcomes.Originality/valueThis study advanced the attribution theory by suggesting the “appropriateness” dimension unexplored in the literature, based on the unexpected results of the main relationship.
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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