员工对人力资源培训质量和管理者创新的看法是否预示着员工的茁壮成长?

IF 3.7 3区 管理学 Q2 MANAGEMENT
Vui-Yee Koon,  Yulita
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引用次数: 0

摘要

我们利用信号传递和自我认知理论,提出并检验了一个多层次模型,该模型通过管理人员的创新行为,研究了综合高质量人力资源培训对个人茁壮成长的影响。我们收集了来自不同跨国组织 45 个团队的 192 名受访者的数据,并使用多层次路径分析方法(特别是层次线性模型)进行了分析。研究结果表明,团队层面的高质量人力资源培训感知可以正向预测个人层面的员工评价经理的创新工作行为,而员工评价经理的创新工作行为与员工的工作愉悦感正相关。这一结果支持了我们的假设,即人力资源培训质量通过管理者的创新工作行为对员工的茁壮成长产生间接的积极影响。此外,跨层次分析表明,人力资源培训质量的总和加强了有利于管理者创新工作行为的关系信号,而管理者的创新工作行为反过来又对其自身的工作欣欣向荣产生积极影响。我们的研究为茁壮成长过程提供了新的见解,强调了同时考虑环境因素和个人因素的重要性。我们详细讨论了研究结果的理论和实践意义,包括其局限性。总之,本研究为组织、管理者和员工提供了宝贵的知识,强调了高质量的人力资源培训和创新的工作行为对促进员工茁壮成长的重要意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Do employee perception of HR training quality and manager innovation signals employee thrive?

Using signalling and self-perception theory, we propose and test a multilevel model that investigates the impact of aggregated high-quality HR training on individual-level thriving through the innovative behaviour of managers. We collected data from 192 respondents in 45 teams from various multinational organizations and analysed it using a multilevel path analytic method, specifically Hierarchical Linear Modelling. The study's findings indicate that team-level perceived high-quality HR training positively predicts individual-level employee-rated managers' innovative work behaviour and employee-rated managers' innovative work behaviour is positively related to employees' thriving at work. This finding supports our hypothesis of an indirect positive effect from HR training quality to thriving via managers' innovative work behaviour. Furthermore, the cross-level analysis revealed that aggregated HR training quality strengthens the relationship signal that favours the manager's innovative work behaviour, which, in turn, positively affects their own thriving at work. Our research offers novel insights into the thriving process, underscoring the importance of considering both contextual and individual factors. Our findings' theoretical and practical implications are discussed in detail, including their limitations. In conclusion, this study provides valuable knowledge to organizations, managers and employees, highlighting the significance of high-quality HR training and innovative work behaviour in promoting employee thriving.

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来源期刊
CiteScore
7.70
自引率
11.40%
发文量
57
期刊介绍: Creativity and Innovation Management bridges the gap between the theory and practice of organizing imagination and innovation. The journal''s central consideration is how to challenge and facilitate creative potential, and how then to embed this into results-oriented innovative business development. The creativity of individuals, coupled with structured and well-managed innovation projects, creates a sound base from which organizations may operate effectively within their inter-organizational and societal environment. Today, successful operations must go hand in hand with the ability to anticipate future opportunities. Therefore, a cultural focus and inspiring leadership are as crucial to an organization''s success as efficient structural arrangements and support facilities. This is reflected in the journal''s contents: -Leadership for creativity and innovation; the behavioural side of innovation management. -Organizational structures and processes to support creativity and innovation; interconnecting creative and innovative processes. -Creativity, motivation, work environment/creative climate and organizational behaviour, creative and innovative entrepreneurship. -Deliberate development of creative and innovative skills including the use of a variety of tools such as TRIZ or CPS. -Creative professions and personalities; creative products; the relationship between creativity and humour; arts and amp; humanities side of creativity.
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