目的:本研究的目的是研究医院环境中高绩效工作系统(HPWS)与组织创新之间的关系,检查员工敬业度在这种关系中作为调解人的作用。此外,该研究旨在研究视角在HPWS与员工敬业度之间的调节作用,以及对领导者的信任对员工敬业度与组织创新之间联系的调节作用。
方法:定量演绎因果方法,随着横截面的方法,被利用。结构方程模型被用来分析来自530名医院医生样本的数据,在信德省的公共和私营部门实践人力资源管理,巴基斯坦。
结果:研究结果表明,HPWS对员工敬业度和组织创新的积极影响。此外,员工敬业度在一定程度上调节了HPWS与组织创新之间的关系,而透视的调节作用显著影响了HPWS和员工敬业度之间的联系。
结论:虽然HPWS因增强组织创新而受到认可,这项研究证实了它们对个人和组织结果的积极影响,特别是在巴基斯坦的医疗保健部门。这项研究表明,当HPWS被有效地感知和实施时,这些综合实践对员工和组织都有好处,即使在具有挑战性的情况下。
OBJECTIVE: The purpose of this research is to examine the relationship between high- performance work systems (HPWS) and organisational innovation in hospital settings, examining the role of employee engagement as a mediator in this relationship. Additionally, the study aims to investigate the moderating role of perspective-taking between HPWS and employee engagement as well as the moderating effect of trust in leader on the connection between employee engagement and organisational innovation.
METHODS: A quantitative-deductive causal method, along with a cross-sectional approach, was utilized. Structural equation modelling was applied to analyse data from a sample of 530 doctors employed in hospitals, practicing human resources management in the public and private sectors of Sindh province, Pakistan.
RESULTS: The findings show positive effects of HPWS on employee engagement and organisational innovation. Additionally, employee\'s engagement partially mediates the relationship between HPWS and organisational innovation, while the moderating role of perspective-taking significantly influences the link between HPWS and employee engagement.
CONCLUSIONS: While HPWS are recognized for enhancing organisational innovation, this study confirms their positive effects on individual and organisational outcomes, particularly within the healthcare sector in Pakistan. This study suggests that when HPWS are effectively perceived and implemented, these integrated practices can be beneficial for both employees and organizations, even in challenging situations.