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Autor
Ujma Michał (Sii Polska Sp. z o.o., Poland), Ingram Tomasz (University of Economics in Katowice, Poland)
Tytuł
Perception of Ability-Motivation-Opportunity Oriented HRM Practices and Organizational Commitment : the Role of Task Uncertainty
Źródło
Journal of Entrepreneurship, Management and Innovation (JEMI), 2019, vol. 15, nr 4, s. 139-161, tab., bibliogr. s. 156-161
Tytuł własny numeru
Evolving Enterprise Competences as a Consequence of Response to Changes in the Environment
Słowa kluczowe
Zaangażowanie pracowników, Niepewność, Zarządzanie zasobami ludzkimi
Employees' engagement, Uncertainty, Human Resources Management (HRM)
Uwagi
Klasyfikacja JEL: M12, M5
streszcz., summ.
Abstrakt
Głównym celem artykułu jest znalezienie odpowiedzi na pytanie jak praktyki ZZL wpływają na zaangażowanie w kontekście niepewności związanej z zadaniami, traktowanej jako moderator wskazanej zależności z wykorzystaniem założeń teorii AMO. Aby odpowiedzieć na tak postawione pytanie wykorzystano dane płynące od 164 pracowników zatrudnionych w 32 zespołach międzynarodowej agencji pośrednictwa pracy w Polsce. Wyniki badań wskazują, że praktyki ZZL w zróżnicowany sposób kształtują zaangażowanie pracowników, a w szczególności praktyki ZZL zorientowane na motywację i tworzenie warunków organizacyjnych są pozytywnie powiązane z zaangażowaniem afektywnym, podczas gdy praktyki ZZL skoncentrowane na kreowaniu zdolności i umiejętności negatywnie wpływają na przywiązanie do organizacji. Wyniki wskazują również na to, że niepewność związana z zadaniami jest istotnym moderatorem zależności pomiędzy praktykami ZZL a przywiązaniem do organizacji. Artykuł kończą implikacje teoretyczne i praktyczne oraz przyszłe, postulowane, kierunki badań. (abstrakt oryginalny)

Using the premises of the Ability-Motivation-Opportunity theory, the main aim of the paper is to answer the question of how HRM practices affect individual commitment considering task uncertainty as for the important moderator of the relationships between HRM practices and commitment. For that purpose, we use data from 164 employees working in 32 teams in international recruitment and selection agency departments located in Poland. We find out that HR practices differently affect organizational commitment. In particular, HR practices focused on fostering employees' motivation and creating opportunities within organizations positively influence affective commitment, while HR practices focused on fostering employees' abilities are negatively related to continuance commitment. Further, we also find that task uncertainty significantly moderates the relationship between HR practices and continuance commitment. The study finishes with theoretical and practical implications and future research directions. (original abstract)
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Bibliografia
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Cytowane przez
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ISSN
2299-7075
Język
eng
URI / DOI
https://doi.org/10.7341/20191545
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