人事变更率
员工激励
人力资源管理
人力资本
组织行为与人力资源
人力资源
知识管理
业务
心理学
组织承诺
社会心理学
管理
经济
计算机科学
经济增长
作者
Kaifeng Jiang,David P. Lepak,Jia Hu,Judith C. Baer
标识
DOI:10.5465/amj.2011.0088
摘要
Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems—skills-enhancing, motivation-enhancing, and opportunity-enhancing—on proximal organizational outcomes (human capital and motivation) and distal organizational outcomes (voluntary turnover, operational outcomes, and financial outcomes). The results indicate that skill-enhancing practices were more positively related to human capital and less positively related to employee motivation than motivation-enhancing practices and opportunity-enhancing practices. Moreover, the three dimensions of HR systems were related to financial outcomes both directly and indirectly by influencing human capital and employee motivation as well as voluntary turnover and operational outcomes in sequence.
科研通智能强力驱动
Strongly Powered by AbleSci AI