在观察者的眼中:自我认知的地位在高绩效工作系统与情感承诺之间关系中的作用

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Mijeong Kim, Inseong Jeong, Johngseok Bae
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引用次数: 0

摘要

目的研究表明,员工将高绩效工作系统(HPWS)解释为针对两个不同的组织目标:提高绩效和促进员工福利。这些归因往往会对员工的态度产生不同的影响。因此,本研究旨在调查韩国护理行业的这一动态变化,阐明 HPWS 如何同时唤起双重归因:人力资源(HR)福祉归因和人力资源绩效归因。此外,作者还研究了这些归因的对比效应,并确定了一个可以调和它们的调节变量。作者借鉴地位心理体验理论,构思并检验了员工自我认知地位对人力资源绩效归因和情感承诺之间关系的调节作用。研究结果表明,HPWS 会引起人力资源幸福感和人力资源绩效归因。人力资源幸福感归因与情感承诺呈正相关,而当员工的自我认知地位较高时,人力资源绩效归因与情感承诺呈正相关。此外,当自我认知地位较高时,HPWS 通过增加人力资源绩效归因与情感承诺有间接关系。本研究在韩国护理业的特定背景下,推进了对源自 HPWS 的人力资源归因的理解。此外,作者认为这两种归因可能并不冲突,这表明人力资源绩效归因的影响取决于个人的自我认知状况。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
In the eye of the beholder: the role of self-perceived status in the relationship between high-performance work systems and affective commitment

Purpose

Research has suggested that employees interpret high-performance work systems (HPWSs) as targeting two distinct organizational objectives: enhancing performance and promoting employee well-being. These attributions often exert divergent effects on employee attitudes. Thus, this study aims to investigate this dynamic within the context of the Korean nursing occupation, clarifying how the HPWS can simultaneously evoke dual attributions: human resource (HR) well-being and HR performance attributions. Additionally, the authors examine the contrasting effects of these attributions and identify a moderating variable that could reconcile them. Drawing on the psychological experience of status theory, the authors conceptualize and test the moderating effect of employees' self-perceived status on the relationship between HR performance attribution and affective commitment.

Design/methodology/approach

Data were collected from 475 nurses in 82 work units in Korean hospitals. Hypotheses were tested in a multilevel moderated mediation model.

Findings

The findings revealed that an HPWS elicits HR well-being and HR performance attributions. While HR well-being attribution was positively associated with affective commitment, HR performance attribution was positively related to affective commitment when employees' self-perceived status was high. Moreover, the HPWS demonstrated an indirect relationship with affective commitment via increasing HR performance attribution when self-perceived status was high.

Originality/value

Although the personal meaning of HR attributions differs depending on the perceiver’s situation, this aspect has received little attention in the field of research. This study advances the understanding of HR attributions derived from the HPWS within the specific context of Korean nursing. Furthermore, the authors suggest that the two attributions may not conflict with each other, indicating that the impact of HR performance attribution is conditional on an individual’s self-perceived status.

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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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