Kết Nối Giữa Hệ Thống Làm Việc Hiệu Suất Cao và Hiệu Suất Tổ Chức: Vai Trò của Sự Linh Hoạt Tổ Chức, Lãnh Đạo Biến Đổi và Tính Linh Hoạt Nhân Sự

Dimple1, Mamta Tripathi1
1Indian Institute of Management, Jammu, India

Tóm tắt

Nghiên cứu này nhấn mạnh tầm quan trọng của việc quản lý con người và quản lý nguồn nhân lực chiến lược (SHRM) trong việc hình thành các năng lực động để nâng cao hiệu suất tổ chức và lợi thế cạnh tranh bền vững. Dữ liệu cho nghiên cứu này được thu thập từ 548 phản hồi từ ngành ngân hàng tại Ấn Độ. Mô hình phương trình cấu trúc dựa trên phương sai đã được sử dụng để kiểm tra các giả thuyết. Nghiên cứu này đóng góp vào việc thu hẹp ‘hộp đen’ giữa hệ thống làm việc hiệu suất cao (HPWS) và các kết quả của nó. Nghiên cứu sử dụng khung năng lực - động lực - cơ hội để xây dựng gói HPWS và xác nhận rằng HPWS là một yếu tố quan trọng giúp tăng cường tính linh hoạt của tổ chức, cho phép các tổ chức ngân hàng điều chỉnh nhanh chóng theo nhu cầu thị trường. Bằng cách sử dụng góc nhìn về năng lực động, nghiên cứu này xem xét tính linh hoạt tổ chức như một năng lực động quan trọng để làm rõ cơ chế mà HPWS liên kết với hiệu suất tổ chức. Hơn nữa, công trình này cố gắng đưa tài liệu về quản lý và lãnh đạo lại gần nhau hơn bằng cách điều tra hiệu ứng điều tiết của lãnh đạo biến đổi. Những phát hiện chỉ ra rằng mức độ lãnh đạo biến đổi cao hơn là cần thiết để thúc đẩy mối liên hệ tích cực giữa HPWS và tính linh hoạt tổ chức. Lãnh đạo biến đổi có thể giúp triển khai HPWS để quản lý sự thích ứng của lực lượng lao động, cho phép lực lượng lao động phản ứng theo môi trường động. Ngoài ra, nghiên cứu cũng xác thực thực nghiệm rằng trong bối cảnh có mức độ linh hoạt nhân sự cao hơn, HPWS có hiệu quả đáng kể trong việc thúc đẩy tính linh hoạt của các công ty ngân hàng.

Từ khóa

#Quản lý nguồn nhân lực #hiệu suất tổ chức #hệ thống làm việc hiệu suất cao #lãnh đạo biến đổi #linh hoạt tổ chức

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