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HOW TOP MANAGEMENT HR BELIEFS AND VALUES AFFECT HIGH-PERFORMANCE WORK SYSTEM ADOPTION AND IMPLEMENTATION EFFECTIVENESS

机译：高层管理人员的HR信念和价值观如何影响高性能工作系统的采用和实施效果

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摘要

What explains why high-performance work systems (HPWSs) are not adopted more widely by firms that would appear to benefit economically by adopting them? We address this question by drawing on the upper-echelons perspective to consider the role of the top managers' beliefs concerning the financial payoffs from investments in HR ("HR cause-effect belief") as well as their employee-centered value-based beliefs (labeled "HPWS values"). We propose a conceptual model in which top management HPWS values moderate the relationship between HR cause-effect beliefs and the intensity of HPWS programs reported by managers as well as the relationship between HPWS programs and employees' perceptions of implemented HPWS practices. We test our model using a unique multisource data set collected from 120 hotel franchisees that includes survey responses from 648 managers and 1,293 employees. We find that firms' ability to translate top managers' cause-effect beliefs about the economic value of HR investments into adoption of HPWS programs, as well as their ability to effectively implement these HPWS programs, is significantly affected by the value-based HR beliefs held by top managers. (C) 2014 Wiley Periodicals, Inc.
机译：是什么解释了为什么高性能的工作系统（HPWS）并未被那些似乎会通过采用它们而带来经济利益的公司没有更广泛地采用呢？我们通过使用高层观点来解决此问题，以考虑高层管理者有关人力资源投资的财务收益的信念（“人力资源因果信念”）及其以员工为中心的基于价值的信念的作用。 （标记为“ HPWS值”）。我们提出了一个概念模型，在该模型中，高层管理人员的HPWS值缓和了人力资源因果信念与管理者报告的HPWS计划强度之间的关系，以及HPWS计划与员工对已实施的HPWS做法的看法之间的关系。我们使用从120家酒店加盟商那里收集的独特多源数据集来测试模型，其中包括来自648位经理和1,293位员工的调查问卷。我们发现，基于价值的人力资源信念极大地影响了企业将高级管理人员对人力资源投资的经济价值的因果信念转化为采用HPWS计划的能力，以及它们有效实施这些HPWS计划的能力。由高层管理人员持有。 （C）2014威利期刊公司

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