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Abstract：
The role of human resources as a change agent in the organizational change process holds great importance. Hence, it is crucial to identify ways human resources can support change. This paper investigates the direct and indirect relationships between human resource management (HRM) practices and organizational performance, as well as the mediating role of the organizational change process in these relationships. The proposed model integrates primary HRM practices, organizational change components, organizational performance, employee retention, and organizational abandonment. We collected data to evaluate the relationships between the model variables through a survey questionnaire applied to 441 Romanian employees in the healthcare industry. The paper used structural equation modeling to test the model\'s validity and hypotheses. The results show that HRM practices directly impact organizational performance and have a mediated impact through the organizational change process. Additionally, the direct and mediating effects are consistent, and healthcare employers consider appropriate HRM practices and effective management of the organizational change process as essential drivers to achieve superior performance. The empirical findings provide valuable insights for government policymakers, stakeholders, and health managers on how suitable HRM practices can influence organizational performance.
摘要：
人力资源作为变革推动者在组织变革过程中的作用非常重要。因此，确定人力资源支持变革的方式至关重要。本文研究了人力资源管理（HRM）实践与组织绩效之间的直接和间接关系，以及组织变革过程在这些关系中的中介作用。拟议的模型集成了主要的人力资源管理实践，组织变革组件，组织绩效，员工保留，组织放弃。我们通过对441名罗马尼亚医疗保健行业员工的调查问卷收集数据来评估模型变量之间的关系。本文使用结构方程模型来检验模型的有效性和假设。结果表明，人力资源管理实践直接影响组织绩效，并通过组织变革过程产生中介影响。此外,直接效应和中介效应是一致的，和医疗保健雇主认为适当的人力资源管理实践和组织变革过程的有效管理是实现卓越绩效的重要驱动因素。实证研究结果为政府决策者提供了有价值的见解，利益相关者，和健康管理者关于合适的人力资源管理实践如何影响组织绩效。
