33 research outputs found
Putting people first matters: the contribution of human resource management to strategy implementation and organizational performance
No full textMy thesis investigated the role of human resource management (HRM) in strategy implementation and its contribution to organizational financial and innovation performance. Drawing on a dataset from a large-scaled survey administered in multiple countries, my first study found that in two emerging economies – China and Hungary, HRM that took care of employees’ well-being and facilitated their task completion mediated the relationship between firms’ customer-oriented strategy and financial performance. The mechanism was that HRM supported firms in translating their customer-oriented strategy into customer-linking capability, that is, the capability to establish and maintain close relationships with customers. This capability conduced to superior financial performance.
My second study reviewed and synthesized existing research on the relationship between HRM and innovation. In this study I proposed a framework to link HRM and innovation at the individual, team, and organizational level from an organizational learning perspective. I argued that HRM stimulated innovation by contributing to three sub-processes of organizational learning: knowledge creation, knowledge retention and knowledge transfer. This study also identified research gaps in this stream of literature and proposed future research directions.
Recognizing an important gap in the literature that the HRM researchers have not fully integrated the role of market in the innovation research, my third study empirically examined whether HRM could promote firms’ product and process innovation by enhancing firms’ capability in sensing market trends. I found that in ten out of thirteen countries in the sample, HRM spurred firms’ innovation partially or fully through developing firms’ market-sensing capability. Moreover, I found that this effect differed across countries: in high power distance countries, HRM had a stronger positive effect on innovation.
In overall, my thesis integrated literatures from HRM, strategy, marketing, and organizational learning and made contributions to each of these fields. In alignment with the human relations theory, it reveals that putting people first matters. By putting people first, HRM contributes to strategy implementation and stimulates firms’ financial and innovation performance
Employee engagement and business performance - a review of quantitative evidence
No full textEmployee engagement has been a hot topic in recent years among both academic researchers and practitioners. It is often believed that employee engagement can drive productivity and creativity and improve business performance. But what does the evidence suggest about the relationship between employee engagement and business performance? This SOTA review examines studies at individual and business unit/organisational levels to assemble the quantitative evidence to date on the relationship between the two. The evidence suggests that at the individual level there is relatively solid evidence that there is a positive association between employee engagement and individual task performance. The evidence also suggests that employee engagement is likely the antecedent. At the business unit and organisational level, however, the small number of studies available makes it too early to draw valid conclusions. Initial findings reveal a positive association between collective engagement and business unit/organisational performance. However, the causal order is not clear
Employee engagement and business performance - a review of quantitative evidence
No full textEmployee engagement has been a hot topic in recent years among both academic researchers and practitioners. It is often believed that employee engagement can drive productivity and creativity and improve business performance. But what does the evidence suggest about the relationship between employee engagement and business performance? This SOTA review examines studies at individual and business unit/organisational levels to assemble the quantitative evidence to date on the relationship between the two. The evidence suggests that at the individual level there is relatively solid evidence that there is a positive association between employee engagement and individual task performance. The evidence also suggests that employee engagement is likely the antecedent. At the business unit and organisational level, however, the small number of studies available makes it too early to draw valid conclusions. Initial findings reveal a positive association between collective engagement and business unit/organisational performance. However, the causal order is not clear
Employee well-being and workplace performance: Does HRM have to trade off one for another?
No full text
Prediction and analysis of surface settlement due to shield tunneling for Xi’an Metro
No full textThis study describes a new modified prediction method of surface settlement (SS) for Xi'an Metro. The estimation method of SS and its characteristic parameters, volume loss (VL), maximal SS and settlement trough width (STW) are reviewed and discussed in this paper. The gap parameter (GP) is applied to estimate VL, however, the calculation method of GP and its influence factors have not been clarified entirely. In this study, six influence factors are introduced into the new GP model and the detailed solutions are presented. This estimation method is able to take into account the support pressure of the shield head at the tunnel face, the lining support pressure around the tunnel opening, the filling effect of tail grouting, yawing and pitching of the shielding machine and the long-term deformation of the remoulded surrounding soil. Based on Xi'an Metro line 2, the soil behaviors and measured SS characteristics are deeply investigated. The upper and lower bounds of the total GP of the 15 cases are predicted. Comparison of the predicted SS troughs with field observations can show reasonable agreement. It is suggested that the new estimation method can be used effectively in estimating the SS induced by shield tunneling method.The accepted manuscript in pdf format is listed with the files at the bottom of this page. The presentation of the authors' names and (or) special characters in the title of the manuscript may differ slightly between what is listed on this page and what is listed in the pdf file of the accepted manuscript; that in the pdf file of the accepted manuscript is what was submitted by the author
Methodological choices of HR research conducted in Asia
No full textA twenty-year study of the Human Resource (HR) practices–outcome relationship has found that more rigorous methodologies have been adopted over time. However, several problematic features such as cross-sectional, single-informant, and single-level designs continue to be adopted (Bainbridge, Sanders, Cogin & Lin, in press). Responding to calls for increased contextualization of research by investigating the relationship between the location of data collection and the methodological choices of researchers, this study answers the question “How unique are the methodological choices of HR research conducted in Asia?” Applying content analysis to 241 published articles, we compare internal, external, construct and statistical conclusion validity of studies collected in North America (n=66), Europe (n=95) and Asia (n=80, including 57 studies from China). Results show that despite similarities in cross-sectional, single-informant and single-level designs across regions, research conducted in Asia is mainly undertaken via field studies, using subjective outcome measures at the organizational level, following a post-predictive design. In addition, studies from Asia are more recent, and show a shorter time gap between data collection and publication. Theoretical and practical implications embedded in the dynamic context of Asia in general, and China more specifically are discussed
Linking Core Self-Evaluation to Creativity: The Roles of Knowledge Sharing and Work Meaningfulness
No full textWhereas core self-evaluation (CSE) has been proposed as an antecedent of creativity, surprisingly, little research has examined it. Extending prior research on CSE, this study investigates when and how CSE relates to creativity. Drawing on the approach/avoidance theoretical framework (Elliot & Thrash, 2002), we propose that employee’s knowledge sharing behavior serves as a mechanism that links CSE to creativity. We further examine the positive moderating effect of work meaningfulness as an activator of the approach tendencies of high-CSE employees. We tested our hypotheses using two-wave multi-source data from a sample of 200 researchers and their supervisors. The results fully supported our hypotheses, and offered both theoretical implications and practical implications
