领导-成员互动如何影响人力资源管理-绩效关系？多重交换视角

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2020-04-12 DOI:10.1080/08959285.2020.1746315

Huikun Chang, S. Son, Jongwook Pak

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引用次数: 20

摘要

摘要最近，战略人力资源管理文献对研究个人对人力资源管理的看法产生了浓厚的兴趣。然而，这一研究主要集中在解锁中介过程上，经验丰富的人力资源实践通过中介过程影响结果。在这里，我们通过调查与一线经理（FLM）的关系质量如何与个人经验丰富的高绩效工作系统（HPWS）相互作用来解释任务绩效和知识共享等个人结果的差异，从而扩展了当前的讨论。对160个二元数据的分析表明，个人水平的HPWS与两种绩效指标呈正相关。更显著的是，我们发现在高LMX和互动公正的条件下，HPWS对员工结果的影响变得较弱。我们讨论我们的研究结果的含义。

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How Do Leader–Member Interactions Influence the HRM–Performance Relationship? A Multiple Exchange Perspective

ABSTRACT Recently, the strategic human resource management literature has witnessed a burgeoning interest in examining individual perceptions of HRM. However, this line of research primarily focuses on unlocking mediating processes through which experienced HR practices affect outcomes. Here, we extend the current discourse by investigating how the quality of relationship with first-line managers (FLMs) interacts with individual’s experienced high-performance work systems (HPWS) in explaining variance in such individual outcomes as task performance and knowledge sharing. Analyses of 160 dyadic data demonstrated that individual–level HPWS is positively associated with both performance measures. More conspicuously, we found that the effects of HPWS on employee outcomes become weaker under the condition of high LMX and interactional justice. We discuss the implications of our findings.

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.