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The Impact of Institutional Pressures on Employee Performance Management Systems in Higher Education in the Low Countries

机译：制度压力对低地国家高等教育员工绩效管理系统的影响

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摘要

As a result of the 2008 financial crisis, governments' budgets for higher education and research have come under pressure. In the aftermath of the crisis, higher education institutions are likely to face significant budget constraints, as governments and society became considerably more demanding concerning the level and amount of research output to be produced. The need for increased efficiency and effectiveness pushes these institutions to consider the adoption of employee performance management systems. Starting from the contextually based HRM theory framework and institutional theory, this study examined the institutional factors associated with academic units' adoption of employee performance management systems in two institutions of higher education in the Low Countries in 2009. The results show that coercive pressures are a significant predictor of whether the academic unit adopted an employee performance management system. The results also demonstrate that the presence of an HRM department and complementary human resource management practices are associated with an increased likelihood of the presence of employee performance management systems in academic units.
机译：由于2008年的金融危机，政府的高等教育和研究预算受到压力。危机过后，随着政府和社会对研究成果的水平和数量的要求越来越高，高等教育机构可能会面临严重的预算约束。对提高效率和有效性的需求促使这些机构考虑采用员工绩效管理系统。从基于上下文的人力资源管理理论框架和制度理论出发，本研究考察了2009年在低陆平原地区的两个高等教育机构中与学术单位采用员工绩效管理系统相关的制度因素。结果表明，强制性压力是一种学术单位是否采用员工绩效管理系统的重要预测指标。结果还表明，HRM部门的存在和互补的人力资源管理实践与学术单位中员工绩效管理系统存在的可能性增加相关。

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