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[ subject:"Business Administration, Management." ]
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Opening the black box: The mediating...
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The University of Wisconsin - Madison.
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Opening the black box: The mediating effect of employee attitudes in the relationship between high performance work systems and firm performance.
紀錄類型:
書目-語言資料,印刷品 : Monograph/item
正題名/作者:
Opening the black box: The mediating effect of employee attitudes in the relationship between high performance work systems and firm performance./
作者:
Choi, Jang-Ho.
面頁冊數:
177 p.
附註:
Adviser: Barry A. Gerhart.
Contained By:
Dissertation Abstracts International69-05A.
標題:
Business Administration, Management. -
電子資源:
http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3314348
ISBN:
9780549635345
Opening the black box: The mediating effect of employee attitudes in the relationship between high performance work systems and firm performance.
Choi, Jang-Ho.
Opening the black box: The mediating effect of employee attitudes in the relationship between high performance work systems and firm performance.
- 177 p.
Adviser: Barry A. Gerhart.
Thesis (Ph.D.)--The University of Wisconsin - Madison, 2008.
Many studies in strategic human resource management (SHRM) focus on the relationship between the use of high performance work systems (HPWS) and firm performance. A handful of theoretical models treat employee attitudes as a mediator in this relationship. However, almost all empirical SHRM works to date have ignored the mediating hypothesis and have examined only the direct relationship between HPWS and firm outcomes. Further, the focus has been on use of practices, with little attention given to their perceived effectiveness.
ISBN: 9780549635345Subjects--Topical Terms:
626628
Business Administration, Management.
Opening the black box: The mediating effect of employee attitudes in the relationship between high performance work systems and firm performance.
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Many studies in strategic human resource management (SHRM) focus on the relationship between the use of high performance work systems (HPWS) and firm performance. A handful of theoretical models treat employee attitudes as a mediator in this relationship. However, almost all empirical SHRM works to date have ignored the mediating hypothesis and have examined only the direct relationship between HPWS and firm outcomes. Further, the focus has been on use of practices, with little attention given to their perceived effectiveness.
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This study examined the relationships among the perceived effectiveness of three aspects of HPWS (ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices), job satisfaction of employees, and financial performance of firms, and tested the mediating effect of job satisfaction in the relationship between HPWS and firm performance. Using a nationally representative data set from South Korea, the results of the OLS regression and the HLM analyses show that there is positive association between HPWS and financial performance of firms and between HPWS and job satisfaction of employees. Job satisfaction of employees partially mediated the relationship between HPWS and financial performance of firms.
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http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3314348
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