{"title":"管理者对人力资源管理实践对员工绩效重要性的信念的涓滴效应:来自中国的证据","authors":"Jianwu Jiang, Shuling Li, Wenbo Zhu","doi":"10.1111/1744-7941.12340","DOIUrl":null,"url":null,"abstract":"<p>Many studies have investigated the effects of human resource management practices on employee performance. Managers' belief in the importance of competent human resource management at the firm level and the department level influences its impact on employee performance, yet this has not been examined. Accordingly, based on the theory of upper echelons, this study empirically tested a trickle-down effect model of managers' belief in HRM importance on employee performance. A cross-level analysis was conducted using data collected from 56 top managers, 91 department supervisors and 316 employees in China. The results showed: (1) top managers' belief in human resource management importance positively influenced human resource management competence, which, in turn, played a fully mediating role between human resource management importance at the firm level and human resource management effectiveness at the departmental level; (2) the effectiveness of human resource management as evaluated by department supervisors exerted a significant positive influence on employees' human resource practices; and (3) the effectiveness of human resource management as evaluated by department supervisors indirectly affected employees' performance through their perceived human resource practices.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9000,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"The trickle-down effect of managers' belief in the importance of human resource management practices on employee performance: evidence from China\",\"authors\":\"Jianwu Jiang, Shuling Li, Wenbo Zhu\",\"doi\":\"10.1111/1744-7941.12340\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>Many studies have investigated the effects of human resource management practices on employee performance. Managers' belief in the importance of competent human resource management at the firm level and the department level influences its impact on employee performance, yet this has not been examined. Accordingly, based on the theory of upper echelons, this study empirically tested a trickle-down effect model of managers' belief in HRM importance on employee performance. A cross-level analysis was conducted using data collected from 56 top managers, 91 department supervisors and 316 employees in China. The results showed: (1) top managers' belief in human resource management importance positively influenced human resource management competence, which, in turn, played a fully mediating role between human resource management importance at the firm level and human resource management effectiveness at the departmental level; (2) the effectiveness of human resource management as evaluated by department supervisors exerted a significant positive influence on employees' human resource practices; and (3) the effectiveness of human resource management as evaluated by department supervisors indirectly affected employees' performance through their perceived human resource practices.</p>\",\"PeriodicalId\":51582,\"journal\":{\"name\":\"Asia Pacific Journal of Human Resources\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2022-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Asia Pacific Journal of Human Resources\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12340\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Journal of Human Resources","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12340","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
The trickle-down effect of managers' belief in the importance of human resource management practices on employee performance: evidence from China
Many studies have investigated the effects of human resource management practices on employee performance. Managers' belief in the importance of competent human resource management at the firm level and the department level influences its impact on employee performance, yet this has not been examined. Accordingly, based on the theory of upper echelons, this study empirically tested a trickle-down effect model of managers' belief in HRM importance on employee performance. A cross-level analysis was conducted using data collected from 56 top managers, 91 department supervisors and 316 employees in China. The results showed: (1) top managers' belief in human resource management importance positively influenced human resource management competence, which, in turn, played a fully mediating role between human resource management importance at the firm level and human resource management effectiveness at the departmental level; (2) the effectiveness of human resource management as evaluated by department supervisors exerted a significant positive influence on employees' human resource practices; and (3) the effectiveness of human resource management as evaluated by department supervisors indirectly affected employees' performance through their perceived human resource practices.
期刊介绍:
The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.