HR practices, service orientation and employee outcomes: a regulatory foci

作者：Li Lin, Yuntao Bai, Lan Lin, Changwei Mo · 发表于：Management Decision · 年份：2024 · DOI：10.1108/md-08-2022-1168 · 被引用次数：7 · 研究领域：Job Satisfaction and Organizational Behavior、Workplace Health and Well-being、Workplace Violence and Bullying

Purpose Understanding employees’ multi-dimensional motivations is at the core of realizing the potential of a well-designed human resource (HR) system. This study aims to investigate whether the effects of HR practices on employee motivations, and their performance would be dependent on the service orientation of HR department. Design/methodology/approach The authors collected data in two surveys: a pilot survey and a main survey with a two-wave design. The pilot survey with 93 respondents was to verify the newly developed HR service orientation scale. In the main survey, a total of 276 supervisor-subordinate pairs from 48 companies were valid for analysis. Findings The authors find support for their hypothesis that promotion-oriented motivation mediates the relationship between discretionary HR practices and employee outcomes [in-role performance and organizational citizenship behavior (OCB)]. Furthermore, the indirect effect of discretionary HR practices on employee outcomes is stronger when the HR service orientation is higher. Transactional HR practices, however, are not evidenced to relate to employee prevention-focused motivation and outcomes. Practical implications The findings illustrate a comprehensive process of HR practices on employees’ multi-dimensional motivations. High service skills of HR professionals in handling internal employees’ needs could amplify employees’ promotion-focused motives, which in turn increase their in-role performance and OCB. Originality/...