智能人力资源管理4.0实践对组织绩效的影响:动态能力的作用

IF 4.5 Q1 MANAGEMENT
Rajasshrie Pillai, Kailash B.L. Srivastava
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引用次数: 0

摘要

本研究探讨了影响智能人力资源管理4.0 (SHRM 4.0)实践使用的因素及其对动态能力的影响,从而对组织绩效的影响。设计/方法/方法作者运用社会技术理论和动态能力理论提出了值得注意的研究模型。作者探讨了推动使用SHRM 4.0实践的因素,以及它们通过开发动态能力对组织绩效的贡献。作者采用结构化问卷收集了383名高级人力资源经理的数据,并使用PLS-SEM对数据进行分析。结果表明,高层管理支持、人力资源准备、竞争压力、技术准备和感知有用性等社会技术因素影响人力资源管理4.0实践的使用,而安全和隐私问题则对其产生负面影响。此外,作者还发现使用人力资源管理4.0实践影响动态能力(构建(学习)、整合和重新配置),并随后影响其对组织绩效的影响。它的新颖之处在于开发了一个使用动态能力和社会技术理论的模型,以探索人力资源管理4.0实践如何通过动态能力影响组织绩效。本研究通过对社会技术理论和动态能力的贡献,扩展了人力资源管理4.0实践、人力资源技术使用、人力资源和动态能力的文献,并扩大了这些理论在人力资源管理领域的范围。它为人力资源和高层管理人员提供了重要的见解,以基准人力资源管理4.0实践,以提高组织绩效。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Smart HRM 4.0 practices for organizational performance: the role of dynamic capabilities
Purpose The study explores the factors affecting the use of smart human resource management 4.0 (SHRM 4.0) practices and its effect on dynamic capabilities and, consequently, on organizational performance. Design/methodology/approach The authors used socio-technical and dynamic capabilities theory to propose the notable research model. The authors explored the factors driving the use of SHRM 4.0 practices and their contribution to organizational performance through the development of dynamic capabilities. The authors collected data from 383 senior HR managers using a structured questionnaire, and PLS-SEM was used to analyze the data. Findings The results show that socio-technical factors such as top management support, HR readiness, competitive pressure, technology readiness and perceived usefulness influence the use of SHRM 4.0 practices, whereas security and privacy concerns negatively influence them. Furthermore, the authors also found the use of SHRM 4.0 practices influencing the dynamic capacities (build (learning), integration and reconfiguration) and, subsequently, its impact on organizational performance. Originality/value Its novelty lies in developing a model using dynamic capabilities and socio-technical theory to explore how SHRM 4.0 practices influence organizational performance through dynamic capabilities. This study extends the literature on SHRM 4.0 practices, HR technology use, HR and dynamic capabilities by contributing to socio-technical theory and dynamic capabilities and expanding the scope of these theories in the area of HRM. It provides crucial insights into HR and top managers to benchmark SHRM 4.0 practices for improved organizational performance.
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来源期刊
CiteScore
10.40
自引率
16.10%
发文量
154
期刊介绍: Benchmarking is big news for companies committed to total quality programmes. Its enthusiastic reception by many prominent business figures has created high levels of interest in a technique which promises big rewards for co-operating partners. Yet, like total quality itself, it must be understood in its proper context, and implemented single mindedly if it is to be effective - this journal helps companies to decide if benchmarking is right for them, and shows them how to go about it successfully.
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