بررسی علیت معکوس بین سیاستهای مدیریت منابع انسانی و عملکرد سازمانی در شرکت های کوچک

Investigating reverse causality between human resource management policies and organizational performance in small firms

Abstract

Purpose – The purpose of this paper is to test reverse causality between human resource management (HRM) policies and organizational performance, through the intervening steps of employee attitudes (satisfaction, commitment, motivation) and employee behaviors (absences, turnover, disputes), which are still relatively untested in small firms and in a non-US/UK context such as Greece.
Design/methodology/approach – Structural equation modeling was used to survey data from 197 small Greek private companies (manufacturing, services, trade) to examine causal inferences.

مقاله لاتین بررسی ارتباط توانمندسازی سازمانی و روانی و عملکرد مدیریت منابع انسانی

Organisational and psychological empowerment in the HRM-performance linkage

Abstract

Purpose – This paper aims to clarify the meaning of empowerment concept and determine its role in the HRM-performance linkage.

Design/methodology/approach – A survey of 211 customer-contact employees at 30 upscale hotels in Lithuania was conducted to study organisational empowerment, as a bundle of HRM activities, and its association with employee attitudes and behaviour.

Findings – A distinction was made between organisational empowerment, as a bundle of HRM activities, and psychological empowerment, as an employee work-related attitude, and their role in the HRM-performance linkage was defined. Organisational empowerment was positively related to psychological empowerment, job satisfaction, and affective commitment. Psychological empowerment and affective commitment were found to mediate the impact of organisational empowerment on customer-oriented behaviour.