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Strategic HRM as process: How HR system and organizational climate strength influence Chinese employee attitudes

机译：战略性人力资源管理流程：人力资源系统和组织气候实力如何影响中国员工的态度

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摘要

In contrast to the high-performance work systems literature that focuses on HR practices, we follow Bowen and Ostroff in examining human resource management (HRM) processes, specifically the strength of an HR system (its distinctiveness, consistency, and consensus) and its contribution to the organizational climate (employees' shared perceptions of the HR system). Based on 810 employees within 64 units in three Chinese hotels, we examine how employee perceptions of HRM system strength and organizational climate are associated with employees' work satisfaction, vigor, and intention to quit. The distinctiveness of an HRM system was found to be related to the three employee work attitudes, and high climate strength increases both the positive relationship between consensus and work satisfaction, and the negative relationship between consensus and intention to quit.Wedrawon aspects of Chinese society to interpret these findings. Several important research and HR practice implications are highlighted and discussed.
机译：与侧重于人力资源实践的高性能工作系统文献相反，我们跟随鲍恩和奥斯特罗夫（Bostr and Ostroff）检查人力资源管理（HRM）流程，尤其是人力资源系统的优势（其独特性，一致性和共识性）及其贡献。组织氛围（员工对人力资源系统的共同看法）。我们基于中国三家酒店64个单位的810名员工，研究了员工对HRM系统实力和组织氛围的看法如何与员工的工作满意度，活力和离职意愿相关联。发现人力资源管理系统的独特性与三种员工的工作态度有关，高气候强度既增加了共识与工作满意度之间的正向关系，也增加了共识与离职意向之间的负向关系。解释这些发现。突出并讨论了一些重要的研究和人力资源实践的含义。

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