Significance of the psychological contract for the relationship between highly effective HRM systems and employee productivity
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Opublikowane:
lis 19, 2019
Słowa kluczowe:
Wydajność pracy, Psychologia pracy, Psychologiczne aspekty zarządzania, Zarządzanie zasobami ludzkimi, Efektywność zarządzania, Produktywność pracy, Produktywność
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Abstrakt
Celem artykułu jest analiza wydajności pracowniczej na podstawie zmiennych niezależnych i pośredniczących. Realizacji celu służą zarówno studia literatury przedmiotu, jak i przeprowadzone badania empiryczne poświęcone relacjom pomiędzy wysoce efektywnymi systemami ZZL a wydajnością pracowników, z uwzględnieniem efektu mediacji wypełnienia założeń kontraktu psychologicznego. Na podstawie przeprowadzonych badań własnych stwierdzono, że wysoce efektywne systemy ZZL (wyrażone zawartością, procesem i klimatem) wpływają na zwiększanie wydajności pracowników zarówno w sposób bezpośredni, jak i pośredni - poprzez pośredniczącą rolę kontraktu psychologicznego (wyrażonego przez pracodawcę i pracowników w ramach spełnienia obopólnych obietnic).(abstrakt oryginalny)
The aim of the article is to analyze employee productivity based on independent and intermediary variables. Both the literature and the empirical studies devoted to relations between the main predictor - the highly effective HRM systems and employee productivity, including mediation of fulfilling the assumptions of the psychological contract, were used to achieve the goal. Based on the research, it was found that the highly effective HRM systems (expressed by content, process and climate) affect employee productivity, both directly and indirectly - through the intermediary role of a psychological contract (expressed by employer and employees as part of mutual promises fulfillment).(original abstract)
Article Details
Jak cytować
Rogozińska-Pawełczyk, A. (2019). Significance of the psychological contract for the relationship between highly effective HRM systems and employee productivity. Organizacja I Kierowanie, (3 (186), 9–23. Pobrano z https://econjournals.sgh.waw.pl/OiK/article/view/1080
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Artykuły
Bibliografia
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3. Bowen D. E., Ostroff C. [2004], Understanding HRM-firm performance linkages: The role of the 'strength' of the HRM system, "Academy of Management Review" 29: 203-221.
4. Boxall P., Ang S., Bartram T. [2011], Analysing the "black box" of HRM: uncovering HR goals, mediators and outcomes in a standardized service environment, "Journal of Management Studies" 48: 1504-1532.
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15. Lepak D. P., Shaw J. D. [2008], Strategic HRM in North America: Looking to the future, "The International Journal of Human Resource Management" 19: 1486-1499.
16. Lepak D.P., Smith K.G., Taylor M.S. [2007], Value creation and value capture: A multilevel pperspective, "Academy of Management Review" 32: 180-194.
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24. Schalk R., Roe R. E. [2007], Towards a dynamic model of the psychological contract, "Journal for the Theory of Social Behaviour" 37: 167-182.
25. Thompson J. A., Hart D. W. [2006], Psychological contracts: A nano-level perspective on social contracts theory, "Journal of Business Ethics" 68: 229-241.
26. Tsai Ch.-J. [2006], High performance work systems and organizational performance: An empirical study of Taiwan's semiconductor design firms, "The International Journal of Human Resource Management" 17: 1512-1530.
27. Turnley W. H., Bolino M. C., Lester S. W., Bloodgood J. M. [2003], The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors, "Journal of Management" 29: 187-206.
28. Uen J.-F., Chien M. S., Yen Y.-F. [2009], The mediating effects of psychological contracts on the relationship between Human Resource systems and role behaviors: A multilevel analysis, "Journal of Business and Psychology" 24: 215-223.
29. Wall T. D., Wood S. J. [2005], The romance of human resource management and business performance, and the case for big science, "Human Relations" 58: 429-462.
30. Wojtczuk-Turek A. [2016], Wspieranie produktywności pracowników wiedzy - rola zarządzania zasobami ludzkimi i dopasowania człowiek-organizacja, Wydawnictwo Naukowe PWN, Warsaw.
31. Wright P. M., Gardner T. M., Moynihan L. M., Allen M. R. [2005], The relationship between HR practices and firm performance: Examining causal order, "Personnel Psychology" 58: 409-446.
32. Wudarzewski G. [2016], Współczesne problemy zarządzania i marketingu, Difin, Warsaw.
33. Zhang B., Morris J. L. [2014], High-performance work systems and organizational performance: Testing the mediation role of employee outcomes using evidence from PR China, "International Journal of Human Resource Management" 25: 68-90.
2. Boselie P., Dietz G., Boon C. [2005], Commonalities and contradictions in HRM and performance research, "Human Resource Management Journal" 15: 67-94.
3. Bowen D. E., Ostroff C. [2004], Understanding HRM-firm performance linkages: The role of the 'strength' of the HRM system, "Academy of Management Review" 29: 203-221.
4. Boxall P., Ang S., Bartram T. [2011], Analysing the "black box" of HRM: uncovering HR goals, mediators and outcomes in a standardized service environment, "Journal of Management Studies" 48: 1504-1532.
5. Coyle-Shapiro J.A.-M., Shore L.M. [2007], The employee-organization relationship: Where do we go from here?, "Human Resource Management Review" 17: 166-179.
6. Delaney J.T., Huselid M.A. [1996], The impact of human resource management practices on perceptions of organisational performance, "Academy of Management Journal"39: 949-969.
7. Delmotte J., Winne S. D., Gilbert C., Sels L. [2007], Comparing line managers' and trade union representatives' assessments of HRM strength, paper presented at the Dutch HRM Network Conference, 9-10 November, Tilburg.
8. Guest D. E. [2011], Human resource management and performance: still searching for some answers, "Human Resource Management Journal"21: 3-13.
9. Huselid M. A. [1995], The impact of human resource management practices on turnover, productivity, and corporate financial performance, "Academy of Management Journal" 38: 635-672.
10. Jiang K., Lepak D. P., Hu J., Baer J. C. [2012], How does human resource management influence organisational outcomes? A meta-analytic investigation, "Academy of Management Journal" 55: 1264-1294.
11. Kątnik J. [2011], Analiza i ocena wskaźników pomiaru rentowności przedsiębiorstwa jako instrument jego rozwoju, Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie 83: 143-160.
12. Katou A. A. [2015], The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance, "International Journal of Manpower" 36: 1012-1033.
13. Kinnie N., Hutchinson S., Purcell J., Rayton B., Swar J. [2005], Satisfaction with HR practices and commitment to the organisation: Why one size does not fit all, "Human Resource Management Journal" 15: 9-29.
14. Klassen K. J., Russell R. M., Chrisman J. J. [1998], Efficiency and productivity measures for high contact services, "The Service Industries Journal" 18: 1-18.
15. Lepak D. P., Shaw J. D. [2008], Strategic HRM in North America: Looking to the future, "The International Journal of Human Resource Management" 19: 1486-1499.
16. Lepak D.P., Smith K.G., Taylor M.S. [2007], Value creation and value capture: A multilevel pperspective, "Academy of Management Review" 32: 180-194.
17. Li X., Frenkel S., Sanders K. [2011], Strategic HRM as process: How HR system and organisational climate strength influence Chinese employee attitudes, "The International Journal of Human Resource Management" 22: 1825-1842.
18. Ostroff C., Bowen D. E. [2016], Reflections on the 2014 Decade award: Is there strength in the construct of HR system Strength?, "Academy of Management Review" 41: 196-214.
19. Pocztowski A. [2008], Zarządzanie talentami w organizacji, Wolters Kluwer Business, Cracow.
20. Preacher K. J., Hayes A. F. [2004], SPSS and SAS procedures for estimating indirect effects in simple mediation models, "Behavior Research Methods, Instruments, & Computers" 36: 717-731.
21. Ramsey H., Scholarios D., Harley B. [2000], Employees and high-performance work systems: Testing inside the black box, "British Journal of Industrial Relations" 38: 501-531.
22. Rogozińska-Pawełczyk A. [2016], Zarządzanie zasobami ludzkimi oparte na kontrakcie psychologicznym, IPiSS, Warsaw.
23. Rousseau D. M. [1989], Psychological and implied contracts in organizations, "Employee Responsibilities and Rights Journal" 2: 121-139.
24. Schalk R., Roe R. E. [2007], Towards a dynamic model of the psychological contract, "Journal for the Theory of Social Behaviour" 37: 167-182.
25. Thompson J. A., Hart D. W. [2006], Psychological contracts: A nano-level perspective on social contracts theory, "Journal of Business Ethics" 68: 229-241.
26. Tsai Ch.-J. [2006], High performance work systems and organizational performance: An empirical study of Taiwan's semiconductor design firms, "The International Journal of Human Resource Management" 17: 1512-1530.
27. Turnley W. H., Bolino M. C., Lester S. W., Bloodgood J. M. [2003], The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors, "Journal of Management" 29: 187-206.
28. Uen J.-F., Chien M. S., Yen Y.-F. [2009], The mediating effects of psychological contracts on the relationship between Human Resource systems and role behaviors: A multilevel analysis, "Journal of Business and Psychology" 24: 215-223.
29. Wall T. D., Wood S. J. [2005], The romance of human resource management and business performance, and the case for big science, "Human Relations" 58: 429-462.
30. Wojtczuk-Turek A. [2016], Wspieranie produktywności pracowników wiedzy - rola zarządzania zasobami ludzkimi i dopasowania człowiek-organizacja, Wydawnictwo Naukowe PWN, Warsaw.
31. Wright P. M., Gardner T. M., Moynihan L. M., Allen M. R. [2005], The relationship between HR practices and firm performance: Examining causal order, "Personnel Psychology" 58: 409-446.
32. Wudarzewski G. [2016], Współczesne problemy zarządzania i marketingu, Difin, Warsaw.
33. Zhang B., Morris J. L. [2014], High-performance work systems and organizational performance: Testing the mediation role of employee outcomes using evidence from PR China, "International Journal of Human Resource Management" 25: 68-90.