The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model
The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model
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人力资源管理实践对日本跨国公司子公司绩效的影响：部分中介模型
DOI：
10.1080/0958519032000145819
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发表时间：
2003
期刊：
影响因子：
--
通讯作者：
Ingmar Björkman
中科院分区：
文献类型：
--
作者：
H. Park;Hitoshi Mitsuhashi;Carl F. Fey;Ingmar Björkman
本研究的目的是考察一系列人力资源实践与企业绩效之间的关系，以及这些人力资源实践影响组织结果的过程。以在美国和俄罗斯运营的52家日本跨国公司子公司为样本，我们考察了人力资源系统通过员工技能、态度和激励对企业绩效的影响，试图揭示人力资源实践通过其导致企业绩效的所谓黑箱。研究结果支持这样一种观点，即员工技能、态度和行为在跨国公司的人力资源系统和公司业绩之间起中介作用。这些发现说明了人力资源实践协同系统的不同影响及其在不同国家背景下的普遍性。
The purpose of this study is to examine the relationship between a bundle or system of human resource (HR) practices and firm performance and the processes through which these HR practices affect organizational outcomes. Using a sample of fifty-two Japanese multinational corporation subsidiaries operating in the United States and Russia, we examine the impact of HR systems on firm performance mediated by employee skills, attitudes and motivation in an attempt to shed light on the so-called ‘black box’ through which HR practices lead to firm performance. The results support the notion that employee skills, attitudes and behaviours play a mediating role between HR systems and firm outcomes in multinational corporations. These findings illustrate the varying impact of synergistic systems of HR practices and their generalizability in different national contexts.