经验,经验,还是经验:对于执行绩效来说,经验太多是件好事

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Huh-Jung Hahn, Sungjun Kim
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引用次数: 3

摘要

累积的工作经验被认为是一个人表现的关键因素。然而,人力资本理论和经验陷阱对工作经验-绩效关系提出了看似矛盾的观点,因此需要一种整合的手段。在这项研究中,我们调查了累积经验和工作绩效之间的关系,使用了来自韩国一家大型企业集团的376名高管的综合问卷和高管绩效评估数据。通过使用多种代理(组织任期、行政任期和自我评估的累积工作经验)来衡量工作经验,我们发现经验和绩效之间的关系不是简单的线性关系,而是曲线关系(倒u形)。跨越两个时间点的时间滞后研究设计确保了这一发现的稳健性。有趣的是,仔细观察组织任期和自我评估经验的曲线关系的本质,发现了相反的趋势,提供了对经验-绩效关系的多方面理解。我们的研究结果挑战了经验与绩效之间线性关系的传统观念,并呼吁对当前严重依赖工作经验的人力资源(HR)实践进行批判性评估。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Experience, experience, experience: Too much of a good thing for executive performance

Cumulative work experience is considered as a critical contributor to one's performance. However, Human Capital Theory and The Experience Trap propose seemingly contradictory perspectives regarding the work experience–performance relationship, and thereby calls for a means for integration. In this study, we investigated the relationship between cumulative experience and work performance using data generated from a comprehensive questionnaire and executive performance appraisals of 376 executives from a large business group in South Korea. By measuring work experience using multiple proxies (organizational tenure, executive tenure, and self-evaluated, cumulative work experience), we found that the association between experience and performance is not simply linear, but rather a curvilinear (inverted-U shaped). The time-lagged study design utilized across two time-points ensured the robustness of this finding. Interestingly, a closer look at the nature of the curvilinear relationship for organizational tenure and self-evaluated experience uncovered opposite trends, providing a multi-faceted understanding of the experience–performance relationship. Our findings challenge the conventional belief in the linear relationship between experience and performance, and call for a critical assessment of current human resources (HR) practices that heavily rely on work experience.

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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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