Employee work habits: A definition and process model

IF 8.2 1区 管理学 Q1 MANAGEMENT
Robert W. Renn , Frances Preston , Frances Fabian , Robert Steinbauer
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引用次数: 0

Abstract

Research indicates that half of employee work behaviors may be habits and that employee work habits can either facilitate or undermine efficient and effective task performance. Yet, management scholars lack a standard definition of employee work habits that promotes actionable knowledge and cumulative research. In addition, although research suggests that employee goal-directed and habitual behavior interface in several ways, the management literature does not address the relationship between these two types of work behavior. After reviewing previous research, we provide a new definition of the employee work habit construct. Our definition distinguishes employee work habits from general habits in three ways: a) they affect organizational effectiveness criteria, b) they are embedded in an organizational context, and c) they are associated with using organizational rewards. We also provide a process model that explains how employee goal-directed behavior can evolve into work habits. With this new precision in understanding employee work habits, management scholars can explore this common but overlooked type of work behavior, rigorously connect employee work habits to other theories and constructs, and greatly expand our knowledge of employee work habits.

员工的工作习惯:定义和流程模型
研究表明,一半的员工工作行为可能是习惯,而员工的工作习惯既可能促进也可能削弱任务执行的效率和效果。然而,管理学者对员工工作习惯缺乏一个标准的定义,以促进可操作的知识和研究的积累。此外,尽管研究表明员工的目标导向行为和习惯行为在多个方面相互关联,但管理文献并未涉及这两类工作行为之间的关系。在回顾了之前的研究之后,我们为员工工作习惯的构建提供了一个新的定义。我们的定义从三个方面将员工工作习惯与一般习惯区分开来:a) 它们影响组织效率标准;b) 它们嵌入组织环境;c) 它们与使用组织奖励相关联。我们还提供了一个过程模型,解释了员工以目标为导向的行为如何演变成工作习惯。有了对员工工作习惯这一新的精确理解,管理学者就可以探索这种常见但被忽视的工作行为类型,将员工工作习惯与其他理论和建构严谨地联系起来,并极大地扩展我们对员工工作习惯的认识。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
20.20
自引率
7.00%
发文量
0
审稿时长
48 days
期刊介绍: The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.
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