{"title":"职业未来时间观如何以及何时激励服务绩效?","authors":"Shenyang Hai, In-Jo Park","doi":"10.1080/09585192.2023.2266678","DOIUrl":null,"url":null,"abstract":"AbstractDespite the importance of the career future time perspective (CFTP) in shaping employee work behavior and performance, we know little about how and when CFTP influences employee performance. Based on the person-situation interactionist model, the present study proposes a comprehensive model wherein CFTP interacts with important contextual factors (i.e. work meaningfulness and perceived task interdependence) to influence strengths use for tasks and relationships, which subsequently impacts service performance—a particularly crucial output for the success of service organizations. We empirically examine this model using multi-wave and multi-source data collected from 246 hotel employee-supervisor dyads. We found that CFTP had a positive impact on strengths use for tasks and relationships, both of which were associated with increased in- and extra-role service performance. Furthermore, CFTP had a stronger relationship with strengths use for tasks and further service performance when work meaningfulness was high. CFTP was also closely associated with strengths use for relationships and subsequent service performance, regardless of the level of perceived task interdependence. We contribute to the literature by uncovering the mediating mechanisms and boundary conditions in the relationship between CFTP and service performance.Keywords: Career future time perspectivestrengths usemeaningfulness of workperceived task interdependenceserviceperformance Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author, upon reasonable request.Additional informationFundingThis research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"67 1","pages":"0"},"PeriodicalIF":4.9000,"publicationDate":"2023-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"How and when does the career future time perspective motivate service performance?\",\"authors\":\"Shenyang Hai, In-Jo Park\",\"doi\":\"10.1080/09585192.2023.2266678\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"AbstractDespite the importance of the career future time perspective (CFTP) in shaping employee work behavior and performance, we know little about how and when CFTP influences employee performance. Based on the person-situation interactionist model, the present study proposes a comprehensive model wherein CFTP interacts with important contextual factors (i.e. work meaningfulness and perceived task interdependence) to influence strengths use for tasks and relationships, which subsequently impacts service performance—a particularly crucial output for the success of service organizations. We empirically examine this model using multi-wave and multi-source data collected from 246 hotel employee-supervisor dyads. We found that CFTP had a positive impact on strengths use for tasks and relationships, both of which were associated with increased in- and extra-role service performance. Furthermore, CFTP had a stronger relationship with strengths use for tasks and further service performance when work meaningfulness was high. CFTP was also closely associated with strengths use for relationships and subsequent service performance, regardless of the level of perceived task interdependence. We contribute to the literature by uncovering the mediating mechanisms and boundary conditions in the relationship between CFTP and service performance.Keywords: Career future time perspectivestrengths usemeaningfulness of workperceived task interdependenceserviceperformance Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author, upon reasonable request.Additional informationFundingThis research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.\",\"PeriodicalId\":14185,\"journal\":{\"name\":\"International Journal of Human Resource Management\",\"volume\":\"67 1\",\"pages\":\"0\"},\"PeriodicalIF\":4.9000,\"publicationDate\":\"2023-10-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"International Journal of Human Resource Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1080/09585192.2023.2266678\",\"RegionNum\":2,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1080/09585192.2023.2266678","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
How and when does the career future time perspective motivate service performance?
AbstractDespite the importance of the career future time perspective (CFTP) in shaping employee work behavior and performance, we know little about how and when CFTP influences employee performance. Based on the person-situation interactionist model, the present study proposes a comprehensive model wherein CFTP interacts with important contextual factors (i.e. work meaningfulness and perceived task interdependence) to influence strengths use for tasks and relationships, which subsequently impacts service performance—a particularly crucial output for the success of service organizations. We empirically examine this model using multi-wave and multi-source data collected from 246 hotel employee-supervisor dyads. We found that CFTP had a positive impact on strengths use for tasks and relationships, both of which were associated with increased in- and extra-role service performance. Furthermore, CFTP had a stronger relationship with strengths use for tasks and further service performance when work meaningfulness was high. CFTP was also closely associated with strengths use for relationships and subsequent service performance, regardless of the level of perceived task interdependence. We contribute to the literature by uncovering the mediating mechanisms and boundary conditions in the relationship between CFTP and service performance.Keywords: Career future time perspectivestrengths usemeaningfulness of workperceived task interdependenceserviceperformance Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author, upon reasonable request.Additional informationFundingThis research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.
期刊介绍:
International Journal of Human Resource Management is the forum for HRM scholars and professionals worldwide. Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the journal focuses on future trends in human resource management, drawing on empirical research in the areas of strategic management, international business, organizational behaviour, personnel management and industrial relations that arise from: -internationalization- technological change- market integration- new concepts of line management- increased competition- changing corporate climates Now publishing twenty-two issues per year, The International Journal of Human Resource Management encourages strategically focused articles on a wide range of issues including employee participation, human resource flow, reward systems and high commitment work systems. It is an essential publication in an exciting field, examining all management decisions that affect the relationship between an organization and its employees. Features include; -comparative contributions from both developed and developing countries- special issues based on conferences and current issues- international bibliographies- international data sets- reviews