人力资源角色与人力资源管理有效性的关系:来自发展中国家的经验证据

Rashed Mahmud Shakil, Md. Arfanul Karim, Mohammad Jidhan Uddin, Titon Chowdhury
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引用次数: 0

摘要

在过去的几十年里,孟加拉国私人银行部门有效的人力资源(HR)角色绩效和人力资源运营的有效性问题变得越来越重要。然而,学术文献在很大程度上缺乏检验人力资源四种角色对人力资源管理有效性影响的实证研究。本研究的主要目的包括测试人力资源四种角色(员工冠军、战略合作伙伴、变革推动者和管理专家)与人力资源管理有效性之间的因果关系。数据收集自孟加拉国私营商业银行的一线管理人员(n = 210)。利用偏最小二乘结构方程模型或PLS-SEM对假设模型进行了检验。研究发现,员工冠军、战略合作伙伴、变革推动者和管理专家的角色对人力资源管理的有效性有显著的正向影响。对研究结果的影响进行了解释,并提出了进一步研究的建议。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Interrelationship between Human Resource Roles and Human Resource Management Effectiveness: Empirical Evidence from a Developing Country
The issue of effective human resource (HR) roles performance and the effectiveness of HR operations at Bangladeshi private banking sector has grown in importance over the past few decades. The scholarly literature, however, largely lacks the empirical research examining the impact of four HR roles on HRM effectiveness. The prime objective of the current research includes testing the causal relationships between four HR roles (employee champion, strategic partner, change agent, and administrative expert) and HRM effectiveness. Data was gathered from the first-line managers employed in the private commercial banks in Bangladesh (n = 210). The hypothesized model was examined utilizing partial least squares structural equation modelling, or PLS-SEM. The findings showed that the roles of employee champion, strategic partner, change agent, and administrative expert had a positive and significant impact on HRM effectiveness. The implications regarding the findings are explained and recommendations for further research are also proposed.
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