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首页> 外文期刊>Frontiers in Psychology >Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes
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Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes

机译：在大流行后危机中重新设计人力资源战略：探讨高性能工作实践和员工成果的审核调解模型

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By incorporating the conservation of resource theory, this study examines how high-performance work practices (HPWPs) affect the employee's in-role performance (EIRP) and employee's task performance (ETP) during the coronavirus disease 2019 (COVID-19) pandemic. Furthermore, this study investigates how organization-based self-esteem (OBSE) and positive psychological capital (PPC) affect the relationship between HPWPs and outcomes of employees such as EIRP and ETP. A quantitative technique based on the survey method was used to gather the primary data of the investigation. Two hundred and eleven bank employees working in different banks of Punjab and Pakistan participated in the survey process. The PROCESS-macro was used to test the relationship among the study constructs. Our results supported all the study hypotheses, however positive psychological capital did not moderate the indirect effect of high performance work practices on employee's task performance via organization based self-esteem. This study is the earliest of its kind that focuses on HPWPs and outcomes of employees amid the COVID-19 pandemic in a developing country like Pakistan. The findings of this study provide practical implications in the post and continuing pandemic situation for organizations to human resource management to redesign workforce strategies to increase their contribution and responses to realize organizational priorities. Although researchers have explored the topic in different sectors, scant studies have investigated the potential impact, barriers, and enabling mechanisms that function as a catalyst in HPWPs during the pandemic situation.
机译：通过纳入资源理论的守恒，本研究探讨了高性能工作实践（HPWP）如何影响员工在冠状病毒疾病2019年（Covid-19）大流行期间影响员工的职业工作表现（EIRP）和员工的任务表现（ETP）。此外，本研究调查了基于组织的自尊（OBSE）和积极的心理资本（PPC）如何影响eirp和ETP等员工的关系。基于调查方法的定量技术用于收集调查的主要数据。两百和十一位在旁遮普邦和巴基斯坦的不同银行工作的银行员工参加了调查过程。过程 - 宏用于测试研究构建体之间的关系。我们的业绩支持所有研究假设，然而积极的心理资本并没有通过基于组织的自尊来缓和员工的任务绩效的高度绩效工作实践的间接影响。这项研究是它最早的重点关注雇员的惠普和员工的结果，在巴基斯坦等发展中国家的Covid-19大流行中。本研究的调查结果为组织对人力资源管理的职务和持续大流行情况提供了实际意义，以重新设计劳动力战略，以提高其贡献和反应来实现组织优先事项。尽管研究人员探索了不同部门的主题，但是少量研究已经调查了在大流行情况下作为HPWP中催化剂的潜在影响，障碍和能力机制。

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