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

机译：调查小企业人力资源管理政策与组织绩效之间的反向因果关系

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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. Findings - The study finds that HRM policies, being contingent on business strategies (cost, innovation, quality), have a positive effect on organizational performance through employee attitudes and employee behaviors. Furthermore, the study supports the view that although HRM policies do not directly lead to high organizational performance, it is high-performing firms that can directly afford HRM policies. Research limitations/implications - Although time-lags are not present in the study in order to test time-dependent reverse causality, the concept of instant changes is used to empirically demonstrate, through a simultaneous equation system, the causal order of the variables involved in the relationship under consideration. Practical implications - Based on the business strategies of improvement of goods, quality enhancement and improvement of service, rather than on trying to cut costs and prices, the findings have implications for practitioners seeking to design HRM policies that will improve organizational performance. Originality/value - The paper examines reverse causality within a simultaneous equations system expressing the relationship between HRM policies and organizational performance.
机译：目的-本文的目的是通过员工态度（满意度，承诺，积极性）和员工行为（缺勤，离职，纠纷）的干预步骤来测试人力资源管理（HRM）政策与组织绩效之间的反向因果关系。在小公司中以及在非美国/英国的情况下（例如希腊），它们仍然相对未经测试。设计/方法/方法-使用结构方程模型来调查197家希腊小型私营公司（制造，服务，贸易）的数据，以检验因果关系。调查结果-研究发现，人力资源管理政策取决于业务战略（成本，创新，质量），通过员工的态度和行为对组织绩效产生积极影响。此外，该研究支持以下观点：尽管人力资源管理政策并不能直接导致高组织绩效，但高绩效的公司才能直接承担人力资源管理政策。研究的局限性/含义-尽管为了检验时间相关的反向因果关系，本研究中不存在时滞，但瞬时变化的概念用于通过联立方程组经验地证明与之相关的变量的因果关系。正在考虑的关系。实际意义-基于改进商品，提高质量和改善服务的商业策略，而不是试图降低成本和价格，这些发现对寻求设计可改善组织绩效的人力资源管理政策的从业者具有意义。原创性/价值-本文研究了表示人力资源管理政策与组织绩效之间关系的联立方程组内的反向因果关系。

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