Personal disposition as the source of variability in the hrm-performance relationship: the moderating effects of conscientiousness on the relationship between high-commitment work system and employee outcome

Pak, Jongwook; Chang, Huikun

doi:10.1080/09585192.2022.2163464

Cited by 13 publications

(6 citation statements)

References 91 publications

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“…That is, when service incentives are high, the proportion of variable reward exhibits an inverse U-shaped effect on salesperson problem-solving behavior, which is important for selling innovative services. The authors of research papers [19,20] found that HRM practices that increase motivation are more effective for those with low levels of conscientiousness, while people with high conscientiousness perform better under the influence of HRM practices that empower. That is, when developing a system of motivation for employees of the marketing department of the enterprise, it is necessary to clearly understand the amount of the reward.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

Development of a system of motivation for employees of the marketing department of the enterprise for product promotion using tools of informational interaction of virtual space

Райко

Shypulina

Vasyltsova

et al. 2023

EEJET

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The work considers the problem of developing an approach to increase the motivation of employees of the company's marketing department to promote products (websites) to partners and consumers in the virtual space by using marketing tools of information interaction. Approaches to improving the enterprise management system and increasing its business activity were proposed. The first one is for the formation of well-founded proposals for the development of a system of motivation for marketers in the promotion of products according to the point evaluation system on a certain number of sites where information about the company's activities is posted. The second is to develop recommendations for product promotion by marketers in the virtual space to increase the business activity of the enterprise. Methodical recommendations were proposed, in contrast to the existing approaches, based on the implementation of the motivation system of marketers (link builders and attrichers). Characteristic differences are the substantiation of the employees' motivation to promote the company's products (websites) and the improvement of the structure of the outriggers department. This is due to the introduction of a system of subgroups managed by outriggers under the chairmanship of a team leader. The features that made it possible to solve the mentioned problem are that according to the results of the work of each subgroup, all participants can receive bonuses, motivating each other to work more fruitfully. It was determined that such a system, using the example of outriggers, is the most successful for the sustainable development of the site. The motivation system is used in practice and consists in dividing all the indicators of the site and assigning them the corresponding points, according to the most important criteria. The results are explained by the fact that the better the site's indicators, the higher the score will be given, the higher the bonus will be for the fulfillment or over-fulfillment of the plan by the outreachers. On the other hand, the site will receive better and more diverse links, which is also an important factor for search engines

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Section: Literature Review and Problem Statementmentioning

confidence: 99%

Development of a system of motivation for employees of the marketing department of the enterprise for product promotion using tools of informational interaction of virtual space

Райко

Shypulina

Vasyltsova

et al. 2023

EEJET

View full text Add to dashboard Cite

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“…It enhances their job skills, ignitin g their enthusiasm for work and empowering them [8], improving the performance level of staff [9]. It is a practical set of management practices that promotes organizational growth and employee development, increasing employee engagement, relevant skills, and job enthusiasm [10].…”

Section: Introductionmentioning

confidence: 99%

The impact of high-commitment work systems on organizational identification

Ge,

Wan

2024

ijirss

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This paper investigates the impact of a high-commitment work system on Chinese employees' organizational identification. It constructed a theoretical model with perceived insider status as a mediator and a climate for inclusion as a moderator, which was then empirically tested. In this study, an empirical examination was conducted using a sample of in-service employees from 13 companies within China. A quantitative research methodology was employed through a questionnaire survey, and a total of 750 valid sample data points were collected for hypothesis testing using data analysis. The research results indicate that (1) high-commitment work system positively influences employees' organizational identification; (2) high-commitment work system has a positive impact on employees' perceived insider status; (3) employees' perceived insider status positively affects their organizational identification; (4) perceived insider status partially mediates the impact of a high-commitment work system on organizational identification; (5) climate of inclusivity can augment the positive influence of a high-commitment work system on organizational identification. (6) climate of inclusivity can also enhance the positive impact of perceived insider status on organizational identification. High-commitment work systems not only have a direct positive impact on employees' organizational identification but can also indirectly enhance it by elevating employees' internalized identity levels. In addition, an inclusive environment can enhance the positive impact of both high-commitment work systems and internalized identity on organizational identification individually. The findings can broaden empirical research in the context of Chinese culture, facilitating a better understanding of the relationship between high-commitment work systems and organizational identification. It extends empirical research on both aspects within the Chinese context. Moreover, optimizing work design and fostering an inclusive team atmosphere can elevate employees' identification with the organization, offering more insights to business leaders.

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“…Indeed, leadership and HR systems share the common goal of effectively managing people in organizations (Ehrnrooth et al, 2021). If so, the ways in which managers interact with their subordinates certainly influence the perceived quality of the management system (Chang et al, 2020) since, in organizational settings, interpersonal exchange often takes place within the purview of prescribed rules and procedures, that is, HR practices (Pak, 2022;Pak and Chang, 2023). In this light, we propose that self-sacrificial leadership (SSL) can function to dissolve negative employee attitudes toward HPWS.…”

Section: Introductionmentioning

confidence: 99%

The dark side of high-performance work systems and self-sacrificial leadership: an empirical examination

Bai

Ghaleh

Chang

et al. 2023

Self Cite

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PurposeThe study aims to offer a nuanced, fine-grained understanding of how the relationship between high-performance work systems (HPWSs) and negative employee outcomes can be attenuated under self-sacrificial leadership (SSL).Design/methodology/approachHierarchical linear modeling (HLM) was used to test the proposed multilevel model on a sample of 37 first-line managers (FLMs) and 209 employees working in a large Chinese company.FindingsThe results showed that HPWS is positively related to emotional exhaustion and turnover intention. Most conspicuously, the authors found that such adverse effects of HPWS are mitigated with a high level of SSL.Practical implicationsThe dark side of HPWS can be alleviated if practitioners complement their practices with sufficient support for employees. Particularly, FLMs who exhibit subordinate-serving attitudes consider followers' well-being and provide them with resources can lessen the high pressure of HPWS in pursuit of performance enhancement.Originality/valuePrior studies on the relationships between HPWS and employee outcomes have produced somewhat mixed results. This study extended the current discourse by explicating instead why HPWS could potentially impair employee outcomes and how the negative effects of HPWS can be mitigated under positive leader behaviors.

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Personal disposition as the source of variability in the hrm-performance relationship: the moderating effects of conscientiousness on the relationship between high-commitment work system and employee outcome

Cited by 13 publications

References 91 publications

Development of a system of motivation for employees of the marketing department of the enterprise for product promotion using tools of informational interaction of virtual space

Development of a system of motivation for employees of the marketing department of the enterprise for product promotion using tools of informational interaction of virtual space

The impact of high-commitment work systems on organizational identification

The dark side of high-performance work systems and self-sacrificial leadership: an empirical examination

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