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Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being.
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- Author(s): Lin, Congcong; Li, Xiufeng; Lam, Long W.
- Source:
Human Resource Management; Jul2020, Vol. 59 Issue 4, p311-325, 15p- Subject Terms:
HYPOTHESIS; CHI-squared test; CONFIDENCE intervals; STATISTICAL correlation; DISCRIMINANT analysis; FACTOR analysis; MOTIVATION (Psychology); QUESTIONNAIRES; RESEARCH funding; STATISTICAL sampling; SCALE analysis (Psychology); SUPERVISION of employees; SURVEYS; WORK environment; ACHIEVEMENT; WELL-being; DESCRIPTIVE statistics - Source:
- Additional Information
- Subject Terms:
- Abstract: Drawing on the person–organization fit theory, this study elaborates a dual‐oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well‐being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high‐tech firm show that the dual‐oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual‐oriented HR system and achievement motivation on well‐being. Specifically, development‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is high; by contrast, maintenance‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Human Resource Management is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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