英国公共部门的人力资源管理技术、工作场所绩效和员工福利

IF 0.7 Q4 INDUSTRIAL RELATIONS & LABOR
Labour-England Pub Date : 2024-02-01 DOI:10.1111/labr.12264
Alex Bryson, Michael White
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引用次数: 0

摘要

利用英国工作场所的雇主-雇员关联数据,我们发现高绩效工作场所实践(HPWPs)与公共部门的工作场所绩效呈正相关。与此形成鲜明对比的是,HPWPs 与公共部门员工的福利或工作积极性并无关联。这意味着,HPWP 在公共部门的绩效效应是高效管理技术的一部分,无需将员工的特殊反应作为中介。公共部门的研究结果与私营部门的研究结果不同:在私营部门,HPWP 与某些绩效结果呈正相关,但员工的绩效结果则是非显著、正相关和负相关的复杂组合。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Human resource management technology, workplace performance, and employee well-being in the British public sector

Using linked employer–employee data for workplaces in Britain, we find high-performance workplace practices (HPWPs) are positively associated with public sector workplace performance. Contrastingly, HPWPs are not associated with measures of public sector employees' well-being or motivation. The implication is that the performance effects of HPWP in the public sector constitute part of efficient management technology, without the need to invoke special employee responses as mediators. Public sector findings differ from those in the private sector: in the latter, HPWPs are positively associated with some performance outcomes but employee outcomes are a complex mix of non-significant, positive, and negative associations.

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来源期刊
Labour-England
Labour-England INDUSTRIAL RELATIONS & LABOR-
CiteScore
1.30
自引率
16.70%
发文量
25
期刊介绍: LABOUR provides a forum for analysis and debate on issues concerning labour economics and industrial relations. The Journal publishes high quality contributions which combine economic theory and statistical methodology in order to analyse behaviour, institutions and policies relevant to the labour market.
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