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پیشگویی ها نسبت به تخصیص منابع انسانی

عنوان فارسی مقاله: اطلاعات، اعتقادات و انگیزش: پیشگویی ها نسبت به تخصیص منابع انسانی
عنوان انگلیسی مقاله: Information, beliefs and motivation: The antecedents to HR attributions
مجله/کنفرانس: مجله رفتار سازمانی - Journal Of Organizational Behavior
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت سازمان های دولتی
کلمات کلیدی فارسی: مطلوبیت توزیعی و رویه ای، نظریه تخصیص منابع انسانی، فرایند HR، بدبینی سازمانی، مدیریت میزان کار
کلمات کلیدی انگلیسی: Distributive and procedural fairness، HR attribution theory، HR process، organizational cynicism، workload management
نمایه: JCR - Master Journal List - Scopus
شناسه دیجیتال (DOI): https://doi.org/10.1002/job.2353
دانشگاه: Julia Mundy; Business School, University of Greenwich, UKJulia Mundy; Business School, University of Greenwich, UK
ناشر: وایلی - Wiley
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2019
ایمپکت فاکتور: 5/965 در سال 2018
شاخص H_index: 152 در سال 2019
شاخص SJR: 3/880 در سال 2018
شناسه ISSN: 1099-1379
شاخص Quartile (چارک): Q1 در سال 2018
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 52
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: دارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E12559
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


HR Attributions


Antecedents of Attributions: Information, Beliefs, and Motivation


Hypotheses Development Fairness and Organizational Cynicism: Antecedents to HR Attributions


Interactions between Antecedents to HR Attributions


Empirical Study


Participants and Procedure


Measures


Analytic Strategy


Results


Measurement Model


Hypothesis Testing


Discussion of Results and Directions for Future Research


A Model of Antecedents to HR Attributions


Theoretical Development of the HR Attributions Framework


Further Integration with Attribution Theory


Implications for Practice


Conclusion


References

نمونه متن انگلیسی مقاله

Abstract


Despite significant interest in the attributions employees make about their organization’s human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two-wave survey of 347 academic faculty in the United Kingdom, examining their attributions of the purpose of their institution’s workload management framework. After two preliminary studies (an interview study and a cross-sectional survey) to establish contextually relevant attributions, we find that fairness and cynicism are important for the formation of internal attributions of commitment but less so for cost-saving or exploitation attributions. Fairness and cynicism also interact such that distributive fairness buffers the negative attributional effect of cynicism, and individuals are more likely to attribute fair procedures to external forces if they are cynical about their organization. This study furthers the application of attribution theory to the organizational domain while making significant contributions to our understanding of the HR-performance process.


HR Attributions


A major focus of HR scholarship is understanding the relationship between HR practices and organizational performance (Guest, 2011; Huselid, 1995). Although there is general consensus that there is a positive relationship between the two, scholars continue to search for underlying mechanism(s) to explain this process (Alfes, Shantz, & Truss, 2012; Guest, 2011; Jiang, Lepak, Hu, & Baer, 2012). Grounded in attribution theory, Nishii and colleagues (2008) proposed that employees’ causal attributions about their organization’s underlying intention of HR practices explains variability in employee attitudes and behaviors, and as such sheds light on the relationship between HR practices and organizational performance. Nishii et al. (2008) suggested that employees' attributions of the intent behind HR practices can be classified along several dimensions. Primarily, HR practices are attributed either to internal causes – initiated by the organization (from its senior leadership, for instance) – or implemented due to external factors (e.g., to comply with trade union requirements). This dichotomy represents Heider’s (1958) internal vs external control dimension, with the organization’s HR practices as the focus of the attribution. If the HR attribution is external, then the chain of classification stops.

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