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首页> 外文期刊>European journal of international management >Linking high-performance work systems and business performance: the role of employees' attitudes and behaviours
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Linking high-performance work systems and business performance: the role of employees' attitudes and behaviours

机译：将高性能工作系统与业务绩效联系起来：员工态度和行为的作用

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摘要

Both scholars and practitioners are beginning to recognise the role that human resources may play in allowing firms to remain competitive. Human Resource (HR) systems, as bundles of HR practices, and their impact on organisational performance are therefore attracting considerable attention. In spite of the variety of studies, approaches and statistical methodologies brought to bear on this issue, scholars have been unable to clarify the manner and conditions under which HR systems can become a source of competitive advantage. This owes, in part, to empirical researchers having overlooked mediating hypotheses, and instead merely choosing to examine the direct relationship between HR systems and firm performance. The critical issue is to examine the mediating mechanisms, such as employees' attitudes, through which HR management activities affect business performance. Our findings from cross-level analysis indicate that the relationship between HR systems and business performance undergoes a mediating effect from employees' attitudes and behaviours.
机译：学者和从业者都开始认识到人力资源在使公司保持竞争力中可能发挥的作用。因此，作为人力资源实践的捆绑包的人力资源（HR）系统及其对组织绩效的影响吸引了相当多的关注。尽管为此问题进行了各种各样的研究，方法和统计方法，但学者们仍无法阐明人力资源系统成为竞争优势来源的方式和条件。这部分归因于经验研究人员忽略了中介假设，而只是选择研究人力资源系统与企业绩效之间的直接关系。关键问题是检查诸如人力资源管理活动等影响员工绩效的中介机制。我们从跨层次分析得出的结果表明，人力资源系统与业务绩效之间的关系受到员工态度和行为的中介作用。

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