{"title":"探索高绩效工作系统的阴暗面:以留住员工为代价提高员工的就业能力?","authors":"Jarrod Haar","doi":"10.1108/ijm-09-2023-0562","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>Survey data using two New Zealand employee studies were conducted (<em>n</em> = 525, <em>n</em> = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6000,"publicationDate":"2024-09-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Exploring the dark side of high-performance work systems: growing employee employability at the cost of retention?\",\"authors\":\"Jarrod Haar\",\"doi\":\"10.1108/ijm-09-2023-0562\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>Survey data using two New Zealand employee studies were conducted (<em>n</em> = 525, <em>n</em> = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.</p><!--/ Abstract__block -->\\n<h3>Originality/value</h3>\\n<p>Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.</p><!--/ Abstract__block -->\",\"PeriodicalId\":47915,\"journal\":{\"name\":\"International Journal of Manpower\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":4.6000,\"publicationDate\":\"2024-09-05\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"International Journal of Manpower\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://doi.org/10.1108/ijm-09-2023-0562\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Manpower","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/ijm-09-2023-0562","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
Exploring the dark side of high-performance work systems: growing employee employability at the cost of retention?
Purpose
While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.
Design/methodology/approach
Survey data using two New Zealand employee studies were conducted (n = 525, n = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.
Findings
Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.
Originality/value
Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.
期刊介绍:
■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment