阿拉伯-中东背景下的高性能工作系统:多源数据分析

IF 1.6 Q2 Business, Management and Accounting
M. Aboramadan
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引用次数: 3

摘要

阿拉伯中东地区缺乏关于人力资源管理(HRM)实践应用的可靠信息,因此迫切需要了解人力资源管理实践可以用于管理该地区的员工。因此,本文在社会交换理论和工作需求-资源(JD-R)模型的基础上,提出了一个模型,以考察阿拉伯中东地区非工业环境下,高绩效工作系统(HPWS)对员工工作绩效、组织公民行为(OCB)和创新工作行为(IWB)的影响。在这个模型中,工作投入被理论化为上述关系之间的中介机制。设计/方法/办法收集了210名在巴勒斯坦高等教育部门工作的学术人员的数据,以及30名主管的评价。采用结构方程模型(SEM)对数据进行分析。研究结果表明,高绩效对员工的工作绩效、组织公民行为和IWB有正向影响。此外,工作投入在一定程度上调解了这些关系。本研究结果对中东地区的管理者在提高员工工作绩效、组织公民行为和个人内行方面的作用有一定的借鉴意义。原创性/价值人力资源管理在中东的研究,虽然有限,主要集中在检查HPWS对组织的影响,而不是个人的结果。为了响应学术呼吁,强烈需要在中东进行更多的人力资源管理研究(Budhwar等人,2019),本研究是第一个研究阿拉伯中东背景下HPWS对角色内和角色外绩效影响的研究。此外,该研究通过依赖于来自非工业部门的样本而不是来自制造业环境的样本,从而有助于人力资源管理研究。最后,本研究是为数不多的通过工作投入的干预机制在学术背景下探索高绩效员工服务结果的研究之一。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
High-performance work systems in an Arab Middle Eastern context: analysis from multisource data
PurposeThe absence of robust information on the application of Human resources managemnet (HRM) practices in the Arab Middle Eastern region has generated an urgent need to understand what and how HRM practices can be used to manage employees in the region. Therefore, building on the social exchange theory and job demands-resources (JD-R) model, this paper proposes a model to examine the effects of high-performance work systems (HPWS) on employees' work-related outcomes, namely, job performance, organizational citizenship behavior (OCB) and innovative work behavior (IWB) in a non-industry setting in an Arab Middle Eastern context. In this model, work engagement was theorized to serve as an intervening mechanism among the aforementioned relationships.Design/methodology/approachData were collected from 210 academic staff working in the Palestinian higher education sector, together with evaluations from 30 supervisors. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe results indicate that HPWS positively affect employees' job performance, OCB and IWB. Moreover, work engagement partially mediates these relationships.Practical implicationsThe results can be useful for managers in the Middle East pertaining to the role HPWS can play in boosting employees' job performance, OCB and IWB.Originality/valueHRM research in Middle East, although limited, is mainly focused on examining the impact of HPWS on organizational rather than individual outcomes. In response to the scholarly call made on the strong need to conduct more HRM research in the Middle East (Budhwar et al., 2019), this research represents the first study that examines the impact of HPWS on in-role and extra-role performance in an Arab Middle Eastern context. Furthermore, the study contributes to the HRM research by relying on a sample from a non-industry sector rather than a sample from a manufacturing setting. Finally, this research is one of the few studies that explore the outcomes of HPWS in an academic setting through the intervening mechanism of work engagement.
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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