A Cross-Level Examination of the Relationship of Strengths-Based Human Resource System With Employee Performance

2021 ◽  
pp. 089484532110373
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Task Performance ◽  
Human Resource ◽  
Positive Relationship ◽  
Employee Performance ◽  
Innovative Behavior ◽  
Strengths Use ◽  
Optimal Functioning ◽  
Human Resource System ◽  
Relationship Of ◽  
The Relationship

Given the great significance of employees’ strengths to employees’ optimal functioning, strengths-based human resource (HR) system has gradually reaped HR researchers’ attention. However, to date, there remains a lack of evidence supporting the effectiveness of strengths-based HR system. Therefore, this article aimed to bridge the gap in the literature by empirically testing the cross-level relationships between strengths-based HR system, employee strengths use, and supervisor-rated employee performance (i.e., task performance and innovative behavior). Data from 205 employees working in 56 organizations in China were collected at three points in time from different sources. The results of multilevel path analysis showed that strengths-based HR system has a positive relationship with employee strengths use, and employee strengths use is positively related to supervisor-rated employee task performance and innovative behavior. More importantly, strengths-based HR system had a positive relationship with employee task performance and innovative behavior via employee strengths use.

Human Resource Information System Use, Satisfaction, and Success

2021 ◽  
Vol 17 (1) ◽  
pp. 106-124
Author(s):  
Sonalee Srivastava ◽  
Santosh Dev ◽  
Badri Bajaj
Keyword(s):  
Information System ◽  
Human Resource ◽  
Positive Relationship ◽  
Perceived Usefulness ◽  
System Quality ◽  
Human Resource Information System ◽  
Resource Information ◽  
System Use ◽  
Relationship Of ◽  
The Relationship

With the advent of technology in the workplace, the applicability of the human resource information system (HRIS) within organizations has gained momentum widely. Indeed, employees' perceptions towards human resource information system has changed gradually. Human resource information system is influencing employees' work activities to such an extent that it has become imperative precedence for organizations' to maintain HRIS quality. Keeping this in the background, the study aims to examine the relationship of HRIS system quality, HRIS information quality, HRIS service quality, and HRIS perceived usefulness in determining HRIS system use and its users' satisfaction. Further, the study also aims to analyze the relationship of HRIS system use and HRIS users' satisfaction in determining HRIS success in Indian organizations. A sample of 116 HR staffs and managers working in IT-enabled service sector from National Capital Region (India) has been taken for step-wise regression analyses. The findings of the study revealed that HRIS service quality and perceived usefulness showed a significant positive relationship with HRIS system use. The results also revealed that HRIS system quality and perceived usefulness showed a significant positive relationship with users' satisfaction. Further, the findings also revealed that HRIS system use and HRIS users' satisfaction has a significant relationship with HRIS success.

Subordinate-oriented strengths-based leadership and subordinate job performance: the mediating effect of supervisor–subordinate guanxi

2020 ◽  
Vol 41 (8) ◽  
pp. 1107-1118
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Performance Task ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThe aim of the present study was to examine the association of subordinate-oriented strengths-based leadership (SSBL) with subordinates’ job performance (task performance and innovative behavior) as well as the meditating role of supervisor–subordinate guanxi (SSG) in these relationships.Design/methodology/approachSelf-report data on SSBL, SSG, task performance and innovative behavior were gathered from 642 Chinese employees working in various Chinese enterprises. Structural equation modeling was used to analyze the data.FindingsThe results indicated that SSBL is positively related to subordinates’ job performance (task performance and innovative behavior). Furthermore, SSG partially mediated the relationship of SSBL with task performance and with innovative behavior.Originality/valueThis study is the first to empirically examine the relationship of SSBL with job performance. In addition, this study adds to the knowledge on the SSBL–job performance linkage by investigating the mediational effect of SSG on the relationship.

Employee strengths use and innovative behavior: a moderated mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Xinqi Lin ◽  
Weilin Su
Keyword(s):  
Positive Affect ◽  
Innovative Behavior ◽  
Convenience Sample ◽  
Content Type ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

The relationship of employees' strengths use and innovation: Work engagement as a mediator

2020 ◽  
Vol 48 (5) ◽  
pp. 1-6
Author(s):  
Yuanqin Ge ◽  
Xiaomeng Sun
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
Strengths Use ◽  
Validated Questionnaire ◽  
Relationship Of ◽  
The Relationship

We investigated the relationship between employees' strengths use and innovation through the mediator of their work engagement. A validated questionnaire was used to collect data from 158 employees at 3 companies in China. Structural equation modeling results show that work engagement partially mediated the relationship between employee strengths use and innovation. In addition, employee strengths use increased their innovation and made them more engaged in their work, and employees' work engagement, in turn, promoted their innovative behavior. These findings suggest that strengths use alone does not enhance employee innovation: Work engagement is also important. Directions for future research are discussed.

Preliminary development and validation of the perceived strengths-based human resource system scale

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Shenghua Xu
Keyword(s):  
Task Performance ◽  
Human Resource ◽  
Organizational Support ◽  
Discriminant Validity ◽  
Employee Performance ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Content Type ◽  
Work System ◽  
Current Article

PurposeThe purpose of the current article was to propose the strengths-based human resource (HR) system construct as well as develop and validate the perceived strengths-based HR system scale by using three independent studies.Design/methodology/approachStudy 1 mainly adopted exploratory factor analysis to test whether fifteen items proposed by the authors can represent the perceived strengths-based HR system construct. The aim of Study 2 was to examine the discriminant validity and criteria validity of the fifteen-item perceived strengths-based HR system scale and reliability of this scale. By structural equation modeling analysis, Study 3 primarily tested the incremental predictive validity of the perceived strengths-based HR system for employee performance (i.e. task performance and innovative behavior) after controlling for the perceived high-performance work system (HPWS) and perceived high-commitment work system (HCWS).FindingsStudy 1 showed that initial fifteen items of the perceived strengths-based HR system appropriately are loaded on one factor and exhibit a good reliability. Study 2 found that there is good discriminant validity between the perceived strengths-based HR system, perceived organizational support, perceived supervisory career support, and work engagement, and the perceived strengths-based HR system exhibits better convergent validity and criteria validity. Study 3 demonstrated that the perceived strengths-based HR system could significantly predict employee performance (i.e. task performance and innovative behavior) even after controlling for perceived HPWS and HCWS.Originality/valueThe current article contributes to advancing HR theory and research and provides a valuable tool for future empirical research on the strengths-based HR system.

Human Resource Information System Use, Satisfaction, and Success

2022 ◽  
pp. 491-512
Author(s):  
Sonalee Srivastava ◽  
Santosh Dev ◽  
Badri Bajaj
Keyword(s):  
Information System ◽  
Human Resource ◽  
Positive Relationship ◽  
Perceived Usefulness ◽  
System Quality ◽  
Human Resource Information System ◽  
Resource Information ◽  
System Use ◽  
Relationship Of ◽  
The Relationship

With the advent of technology in the workplace, the applicability of the human resource information system (HRIS) within organizations has gained momentum widely. Indeed, employees' perceptions towards human resource information system has changed gradually. Human resource information system is influencing employees' work activities to such an extent that it has become imperative precedence for organizations' to maintain HRIS quality. Keeping this in the background, the study aims to examine the relationship of HRIS system quality, HRIS information quality, HRIS service quality, and HRIS perceived usefulness in determining HRIS system use and its users' satisfaction. Further, the study also aims to analyze the relationship of HRIS system use and HRIS users' satisfaction in determining HRIS success in Indian organizations. A sample of 116 HR staffs and managers working in IT-enabled service sector from National Capital Region (India) has been taken for step-wise regression analyses. The findings of the study revealed that HRIS service quality and perceived usefulness showed a significant positive relationship with HRIS system use. The results also revealed that HRIS system quality and perceived usefulness showed a significant positive relationship with users' satisfaction. Further, the findings also revealed that HRIS system use and HRIS users' satisfaction has a significant relationship with HRIS success.

scholarly journals Direct and Indirect Influence of HRM Practices on Employee Performance and Turnover Intention

2020 ◽  
Author(s):  
Sushila Devi Rajaratnam
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Turnover Intention ◽  
Positive Relationship ◽  
Employee Performance ◽  
Training And Development ◽  
Organisational Commitment ◽  
Hrm Practices ◽  
Indirect Relationship ◽  
The Relationship

This study attempted to narrow the dearth in the literature with regard to the influence of human resource management (HRM) practices on employees. The study, using a sample of clerical front liners in service-based cooperatives in West Malaysia revealed that HRM practices (training and development, performance appraisal, communication and participation, and rewards) had a significant direct positive and indirect positive relationship with employee performance. The indirect relationship was mediated by affective organisational commitment. In contrast, HRM practices only had an indirect relationship with turnover intention, mediated by affective organisational commitment. Affective supervisory commitment did not mediate the relationship between HRM practices and employee performance nor the relationship between HRM practices and turnover intention. The results suggested that HRM practices can enhance employee performance directly as well as indirectly, through fostering affective organisational commitment. In addition, HRM practices can reduce turnover intention only indirectly through enhancing affective organisational commitment.  

scholarly journals PENGARUH MANAJEMEN STRATEJIK SUMBER DAYA MANUSIA TERHADAP INOVASI DENGAN MANAJEMEN PENGETAHUAN SEBAGAI VARIABEL MEDIASI

2021 ◽  
Vol 9 (3) ◽  
Author(s):  
Muhammad Harri, S.AB, MM
Keyword(s):  
Knowledge Management ◽  
Strategic Management ◽  
Human Resource ◽  
Positive Relationship ◽  
Strategic Human Resource Management ◽  
Primary Data ◽  
Creative Industry ◽  
The Government ◽  
Relationship Of ◽  
The Relationship

<em>The purpose of this research is to analyze the relationship of human resource strategic management  and innovation, human resource strategic management  and knowledge management, knowledge management and innovation, in addition to analyzing whether knowledge management can mediate the relationship of human resource strategic management  with innovation Research data to be used is data of creative industry companies in Indonesia with primary data through questionnaires and secondary data published by the Government of Indonesia. The research sample is a creative industry company in Indonesia. The methods used are correlation analysis and regression to find out the relationship between variables and the analysis of pathways to find out the direct effects and indirect effects of human resource strategic management  on innovation. The hypothesis of this research is (1) there is a positive relationship of human resource strategic management  with innovation, (2) there is a positive relationship between the strategic management  of human resources and knowledge management (3) there is a relationship between knowledge management and innovation (4) there is a positive relationship of human resource strategic management  to innovation through knowledge management as a mediation variable. The findings provide evidence that knowledge management plays a mediating role between strategic human resource management  and innovation.</em>

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

Relationship of Love, Affect and Wellbeing

2014 ◽  
Vol 2 (1) ◽  
Author(s):  
Dr. Thiyam Kiran Singh ◽  
Aastha Dhingra
Keyword(s):  
Positive Affect ◽  
Positive Emotions ◽  
Positive Relationship ◽  
Interpersonal Relationship ◽  
Significant Positive Relationship ◽  
Young Females ◽  
Close Friendship ◽  
Major Facilitator ◽  
Relationship Of ◽  
The Relationship

Love is more than a close friendship. It acts as a major facilitator of interpersonal relationship. Love is positive in nature and leaves a positive affect on every individual. An individual in love not only feels positive but spreads positivity around. They smile, be kind to other people, behave compassionately with everyone. If the person is happy then he is likely to be psychologically and emotionally healthy. The current study aimed at understanding the relationship between love, affect and wellbeing among young females aged between 20-25 years. The study reported a significant positive relationship between love and positive affect with the significant correlation of 0.29 at 0.05 levels (p<0.05). It was also found a significant positive relationship between love and wellbeing with the significant correlation of 0.58 at 0.01 level (p<0.01). This means that people in love experience positive emotions and healthy wellbeing. The correlation between love and negative affect came out to be insignificant. The correlation turned out to be -0.13. This means that people in love do not experience negative emotions.

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