Matching People with Technology: Effect of HIWP on Technology Adaptation

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2020-06-01 DOI:10.1177/2322093719875567

M. Rubel, D. Kee, Nadia Newaz Rimi

引用次数: 7

Abstract

Abstract This article investigates the influences of high involvement work practice (HIWP) in terms of five-dimensional human resource management (HRM) practices, namely sharing information, management support, employee participation, reward and recognition, and training on the adaptation of information technology (IT) in the private banking organizations in Bangladesh. Drawing on the social exchange theory (SET), the article proposes that when employees share information, receive management support, reward and recognition, and adequate training, as well as have room to participate in decision-making, it triggers a reciprocal loop in the form of employee acceptance of technology introduced in the organizations. The findings of this cross-sectional study of 365 employees revealed a significant relationship between five-dimensional HIWP and technology adaptation. The article identifies and recommends HIWP as a crucial way of improving technology adaptation among the employees in the organization.

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人与技术的匹配:HIWP对技术适应的影响

摘要本文从五个维度的人力资源管理实践(即信息共享、管理支持、员工参与、奖励和认可以及培训)的角度研究了高参与工作实践(HIWP)对孟加拉国私人银行组织信息技术(IT)适应的影响。本文借鉴社会交换理论(SET)，提出当员工共享信息、获得管理层支持、奖励和认可、充分的培训以及有参与决策的空间时，就会以员工接受组织引入的技术的形式触发一个互惠循环。这项对365名员工进行的横断面研究发现，五维HIWP与技术适应之间存在显著关系。本文确定并推荐HIWP作为提高组织中员工对技术适应的关键方法。

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

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

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.