让员工更加投入的工作:对高绩效工作系统影响组织绩效内在机制的检验

诸多研究结果表明,员工的工作投入能够很好地预测员工的工作结果和组织的财务绩效.然而迄今为止,国内外很少有实证研究对工作投入在高绩效工作系统和组织绩效关系中的中介作用进行检验.本研究利用来自北京中关村IT行业64家企业的调查数据,检验了高绩效工作系统、员工的集体工作投入和组织绩效之间的关系.研究结果表明:高绩效工作系统和员工的集体工作投入之间存在显著正相关,员工的集体工作投入和组织绩效之间存在显著正相关,员工的集体工作投入在高绩效工作系统和组织绩效之间起到中介作用.     

高绩效工作系统、服务氛围与员工服务绩效的关系——基于知识密集型服务企业的研究

本文以92家知识密集型金融服务企业的912名员工为研究对象,考察了高绩效工作系统、组织服务氛围和员工服务绩效的关系。跨层次分析结果表明,知识密集型服务企业的高绩效工作系统正向影响员工角色内和角色外服务绩效,且这种影响是通过提升组织服务氛围而实现的。文章揭示了知识密集型服务企业高绩效工作系统影响员工行为的内部社会氛围机制,为知识密集型服务企业充分发挥人力资源效能提供了实现路径。     

创业型领导对初创企业员工态度与创新绩效的影响——职场精神力的中介效应与领导-成员交换的调节作用

创业型领导是初创企业提升环境适应性、获取竞争优势并持续发展的关键因素。本研究旨在探究这种新型领导方式在初创企业中对员工态度与创新绩效的影响效应及机制。采用问卷调查法收集数据,通过回归分析与结构方程模型验证假设发现:(1)创业型领导对员工工作投入和创新绩效具有显著正向影响,对离职倾向有显著负向影响。(2)职场精神力在创业型领导对员工工作投入、离职倾向和创新绩效的影响中起完全中介作用;(3)领导-成员交换在创业型领导对员工离职倾向、工作投入和创新绩效的影响中起到正向调节作用,但未发现其在创业型领导与职场精神力关系中具有调节效应。期望本文的研究结果对初创企业的人力资源管理产生实践指导价值。     

工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用

工作和家庭是个体生活的两个重要领域,两者的关系严重影响着员工绩效.正因如此,越来越多的企业开始关注和实施工作-家庭平衡型人力资源管理实践(Work-Family-Balanced Human Resource Management Practice,WFB-HRM).本研究基于资源保存理论,分析了WFB-HRM影响员工绩效的内部机制和边界条件.具体来讲,WFB-HRM不仅可以为员工提供更多的资源,而且还有利于员工将有限资源在工作和家庭之间灵活分配,从而提升工作繁荣与工作绩效.此外,真实型领导作为重要的支持情境,可推进WFB-HRM的实施效果.本研究通过对46家企业295个有效样本的纵向追踪发现:(1) WFB-HRM正向影响员工绩效;(2)工作繁荣在WFB-HRM与员工绩效之间起中介作用;(3)真实型领导正向调节了WFB-HRM对工作繁荣的影响,以及WFB-HRM与员工绩效之间经由工作繁荣的中介效应.     

组织容错感对员工工作绩效的作用机制及作用情境研究

基于社会认知理论,本研究旨在探讨组织容错感如何以及何时对员工工作绩效起作用.本研究的数据来自江苏省7所高职院校198个教师,提出组织容错感对员工工作绩效影响的被调节的中介理论模型.结果发现:(1)组织容错感正向影响员工工作绩效,员工自我效能感在其中起完全中介作用;(2)员工的工作投入正向调节自我效能感与工作绩效的关系,通过提高自我效能感而提高工作绩效这一做法适用于高工作投入的员工;(3)组织容错感通过员工自我效能感对工作绩效起间接作用,此间接作用的强弱依赖于员工工作投入的变化,即组织容错感的间接作用适用于高工作投入员工.     

组织认同视角的企业高绩效工作系统对创新绩效的影响机制——基于华为案例研究

从组织认同理论出发,依托AMO模型,将企业高绩效工作系统对创新绩效的影响机制进行深入归纳分析,整理出能力-个人层面、动机-角色层面和机会-人际层面三条影响路径,构建了一个能够解释其中作用机制的理论模型。并以华为技术有限公司为案例,将企业发展历程分为创业阶段、变革阶段和全球化阶段,通过探究不同阶段的高绩效工作系统演化对创新绩效的影响,对模型加以论证和阐释。研究发现:企业高绩效工作系统是一个协同作用的整合体系,它通过促进员工的组织认同来提升创新绩效。基于此,提出对策建议:企业在构建高绩效工作系统时,要重视员工的组织认同,提高不同策略之间的协调性,并且依据企业所处的发展阶段制定有效的策略。     

员工建言能提高工作绩效吗?建言采纳与自我效能感的作用

员工建言行为与其工作绩效之间的关系受到学者们的广泛关注.然而,现有的研究结论并不一致.本文基于社会认知理论,将建言采纳和工作自我效能感引入到分析框架中,考察员工建言行为与建言采纳的交互作用如何通过工作自我效能感影响工作绩效.以273名企业员工为样本,结果发现:(1)促进性建言和抑制性建言均与工作自我效能感呈正相关;(2)建言采纳正向调节促进性建言和工作自我效能感的关系;(3)工作自我效能感部分中介了促进性建言和建言采纳的交互项与工作绩效的关系.本研究丰富了员工建言行为影响工作绩效的内部机制和权变条件,对员工建言实践具有一定的启示意义.     

高绩效工作系统与企业绩效关系研究

高绩效工作系统与企业绩效之间的关系研究是战略人力资源管理领域在20世纪90年代研究的热点问题。根据文献回顾发现国内外在该领域的研究成果大体可以分为以下三个方面:高绩效工作系统与企业绩效显著正相关、高绩效工作系统与企业绩效非显著相关、高绩效工作系统影响企业绩效的中介机制。     

感知到晋升的员工会更加的无私吗?晋升感知与组织公民行为关系的实证研究

高跳槽率和高晋升速度成为了当今中国企业的典型特征,其背后折射出有关员工忠诚度的悖论现象.为了解决该悖论,本研究从员工的晋升感知切入,拟探讨两种晋升感知(晋升机会感知和晋升公平感知)对组织公民行为的影响,以及年龄、教育程度在其中的调节作用.本研究调查了352名企业员工,数据分析结果表明:晋升机会感知和晋升公平感知均对组织公民行为具有显著正向影响.员工的教育程度对上述关系均起着正向调节作用,员工年龄只对晋升公平感知与组织公民行为的关系起着负向调节作用.本研究的发现不仅对晋升感知和组织公民行为研究领域具有一定贡献,还能够为企业激发员工的无私行为提供指导意义.     

动态环境与生命周期视角下人力资源管理策略对组织绩效的影响:基于模糊集定性比较分析

基于资源依赖理论,采用模糊集定性比较分析(fs/QCA)方法 ,探讨在动态环境下,处于不同生命周期的组织该采用何种人力资源管理策略(HRMP)才能有效提高组织绩效。对491个企业样本进行统计分析,本研究发现:(1)在环境动态性程度不高的情境下,处于成长期的企业实施控制型HRMP能帮助组织取得高绩效;(2)在环境动态性比较高的情境下,处于成长期的企业实施承诺型HRMP能帮助组织取得高绩效;(3)在环境动态性比较高的情境下,处于衰退期的企业需采用承诺与控制相混合的HRMP才能实现组织高绩效目标;(4)不论环境动态性程度如何,实施承诺型HRMP的成熟期企业将取得高绩效;(5)不论环境动态性程度如何,初创期企业采用承诺与控制相混合的HRMP能帮助组织取得实现高绩效目标。本研究的结论细化了不同类型HRMP实现高绩效的情境条件,这为企业人力资源管理策略在动态环境中的发展和应用提供具体的现实指导。     

The Role of Goals and Feedback in Incentivizing Performance

In this paper, we experimentally investigate how goal setting and feedback policies affect work performance. In particular, we study the effects of (i) absolute performance feedback, (ii) self‐specified goals, and (iii) exogenous goals and relative performance feedback. Our results show that the average performance of the subjects who are provided self‐performance feedback is 11% lower than the ones who obtain no feedback. Moreover, setting a non‐binding personal goal does not affect performance. Finally, assigning an exogenous goal and providing relative performance feedback decreases performance by 8%. We discuss the insights our findings offer for the optimal design of goal setting and feedback mechanisms. Copyright © 2015 John Wiley & Sons, Ltd.     

The Role of Perceived Organizational Performance in Organizational Identification,Adjustment and Job Performance*

abstract Favourable organizational status and prestige has a substantial role in shaping constituents' attitudes and actions. The status and prestige of an organization is often a reflection of its achievements or performance. In the present study, we investigate the role of organizational performance or achievement (as assessed by organizational members) in evoking employees' identification, adjustment, and job performance. The results of this study indicate that two forms of organizational performance (labelled as perceived social responsibility and development and perceived market and financial performance) are associated with organizational identification. However, when compared to perceived market and financial performance, perceived social responsibility and development had a larger effect on organizational identification, which in turn resulted in enhanced employees' work outcomes – adjustment and job performance.     

Corporate Carbon and Financial Performance: The Role of Emission Reductions

This article uses econometric techniques to examine the effect of corporate carbon performance on corporate financial performance. I extend the existing literature in this research field by differentiating between two measurement perspectives: carbon performance expressed as annually reported carbon dioxide (CO₂) emission equivalents and improvements in carbon performance over time. Thereby, the article re‐addresses the research question ‘when and how does it pay to be green?’ in the context of carbon emissions and climate change mitigation. Using a nonlinear modeling technique, the findings indicate that it pays to be green for companies with superior carbon performance but not for companies with inferior carbon performance. The results also show that carbon emission mitigation is linearly and significantly positive related to return on sales (ROS) but negatively related to Tobin's q . These contradictory findings help us to understand why – in spite of growing regulatory pressure – companies have been slow to respond with effective action to tackle climate change beyond marginal efficiency improvements that correspond to ‘low‐hanging fruits’. The empirical analysis is based on an unbalanced sample of 7625 firm‐year observations covering carbon emission data (Scope 1 and Scope 2) for 1640 international firms from 2003 to 2015. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment     

员工多样性对组织绩效的积极作用

员工是组织发展的关键,随着经济全球化的发展,组织招聘的员工愈加多样化,员工多样性成为了组织管理中的一大重点。国内外越来越多的学者探究员工多样性对团队绩效的作用,但尚未得到一致的结论。论文分析了员工多样性的含义、对组织的积极意义、当前组织管理中存在的挑战以及发挥员工多样性优势的创新性措施。     

Improving Firm Environmental Performance and Reputation: The Role of Employee Green Teams

This paper examines the link between a firm's organization environmental management capability, represented by the development of green teams made up of employees, and its performance. In particular, two categories of firm performance will be analysed: environmental performance and environmental reputation. This link has been investigated in a sample made of the largest publicly traded US companies. Data about green teams have been collected through the content analysis of firm environmental/sustainability/corporate social responsibility reports and/or their websites, whereas data about environmental performance and reputation are those reported in the US 500 Newsweek's 2010 Green Ranking. Regression analysis results show that the creation of employee green teams positively affects both environmental performance and environmental reputation. Copyright © 2014 John Wiley & Sons, Ltd and ERP Environment     

The Effects of Empowerment on Attitudes and Performance: The Role of Social Support and Empowerment Beliefs

abstract    This paper reports the results of a randomized field experiment that tested the effects of an empowerment intervention among unit managers of a large trucking company. The intervention was designed to increase participants' beliefs in their personal control and self-efficacy with regard to key aspects of their jobs. Individuals who managed geographically dispersed profit centres were randomly assigned to either an intervention group (N = 38) or a no-treatment control group (N = 30). The intervention significantly increased perceptions of maintenance control and impact at four months after the intervention, but only for those managers who felt that their supervisors were supportive. The intervention also improved archival measures of unit performance and affected work attitudes (depending upon the level of perceived supervisory support). The data point out the key role that perceived supervisor social support plays when implementing such organizational change interventions.     

浅谈绩效考核在绩效薪酬分配中的作用

本文主要就分析了绩效考核在绩效薪酬分配中的作用。     

High‐Performance Work Systems and Teachers’ Work Performance: The Mediating Role of Quality of Working Life

This article examines the role of quality of working life (QWL) in the relationships between high‐performance work systems (HPWSs) and employee in‐role performance and extra‐role behavior. Using the data from 1,051 teachers and their immediate supervisors in 63 Chinese schools, we performed multilevel analysis to test meso‐mediation models. The results showed that HPWSs directly and indirectly influence teachers’ in‐role performance and extra‐role behavior through the mediation of QWL. These findings demonstrate that QWL is an important conduit of the relationships between HPWSs and employee work behaviors. The article concludes by discussing the implications for management and future research. © 2014 Wiley Periodicals, Inc.     

Individual Performance in Turbulent Environments: The Role of Organizational Learning Capability and Employee Flexibility

Organizational learning capability (OLC) and employee flexibility help firms navigate the challenges faced by organizations operating in turbulent environments. OLC includes dimensions such as experimentation, risk taking, openness, dialogue, and participative decision making. Employee flexibility is considered a crucial tool for strategic human resource management in tackling environmental turbulence. Accordingly, we pose the following research question: how, and to what extent, is individual performance enhanced by OLC and employee flexibility in turbulent environments? The major impact that environmental turbulence has on change and flexibility requirements suggests that employee flexibility plays an important role in the impact OLC has on individual performance. However, we found no prior studies that explicitly analyzed this mediating function of employee flexibility. In this study, we tested three hypotheses that link OLC and individual performance, OLC and employee flexibility, and employee flexibility and individual performance. We applied a structural equation methodology, using partial least squares path modeling, to a sample of 174 academics at a Latin American university (a highly turbulent context). Our results show employee flexibility fully mediates the relation between OLC and individual performance given the presence of environmental turbulence. © 2015 Wiley Periodicals, Inc.     

Top Management Team Functional Diversity and Firm Performance: The Moderating Role of CEO Characteristics

Past research indicates that the effect of TMT functional diversity on firm performance is equivocal. We address this issue by focusing on the integrative role of the CEO, postulating that the CEO's expertise and background characteristics affect the TMT functional diversity–firm performance relationship, because of their impact on the exchange and integration of distributed knowledge within the TMT. Using a dataset of 33 Dutch and Belgian Information Technology firms we investigate the moderating role of three sets of CEO characteristics (functional background, status as founder, and shared experience with the other TMT members) on the relationship between TMT functional diversity and firm performance. Our results reveal that CEO and TMT characteristics do interact in realizing the potential advantages of distributed TMT functional expertise.