HR systems, HR departments, and perceived establishment labor productivity

被引：25

作者：

Chadwick, Clint ^{[1
]}

Li, Pingshu ^{[2
]}

机构：

[1] Univ Kansas, Sch Business, Lawrence, KS 66045 USA

[2] Univ Texas Rio Grande Valley, Robert C Vackar Coll Business & Entrepreneurship, Management, Edinburg, TX USA

来源：

HUMAN RESOURCE MANAGEMENT | 2018年 / 57卷 / 06期

关键词：

high-performance work systems; HR departments; small and medium-sized enterprises; HUMAN-RESOURCE MANAGEMENT; PERFORMANCE WORK SYSTEMS; HIGH-INVOLVEMENT MANAGEMENT; FIRM PERFORMANCE; COMPETITIVE ADVANTAGE; ORGANIZATIONAL PERFORMANCE; TURNOVER; IMPACT; PERCEPTIONS; CONTINGENCY;

D O I：

10.1002/hrm.21914

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

This study examines how an HR department moderates the effects of high-performance work systems (HPWSs) on perceived establishment performance. Using a representative sample of 125 small and medium-sized establishments from the 2002 National Organizations Survey, our results indicate a positive interaction between HPWSs and the existence of an establishment HR department with respect to perceived establishment labor productivity. Implications for future strategic HRM research are discussed.

引用

页码：1415 / 1428

页数：14

共 68 条

[1] Two types of bureaucracy: Enabling and coercive [J].