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Autor
Tworek Katarzyna (Wroclaw University of Science and Technology, Poland), Luo Guangyan (Wrocław University of Science and Technology, Poland), Paska Marcin (Wroclaw University of Science and Technology, Poland), Sałamacha Anna (Wrocław University of Science and Technology, Poland)
Tytuł
The Influence of e-Trust on a Job Performance Model Based on Employees' Dynamic Capabilities During a Crisis Caused by a Black Swan Event
Źródło
Journal of Entrepreneurship, Management and Innovation (JEMI), 2023, vol. 19, nr 2, s. 159-187, tab., wykr., bibliogr. s. 179-186
Tytuł własny numeru
Weathering the Storm: Innovation-Driven Human Resource Management Practices
Słowa kluczowe
Zarządzanie, Zarządzanie zaufaniem, Zaangażowanie pracowników, Motywacja do pracy, Zadowolenie z pracy, Wydajność pracy
Management, Trust management, Employees' engagement, Work motivation, Job satisfaction, Labour efficiency
Uwagi
Klasyfikacja JEL: J23, L25, M12, M54
streszcz., summ.
Abstrakt
CEL: W kryzysie, jakim niewątpliwie jest pandemia COVID-19, pracownicy odgrywają kluczową rolę w zapewnieniu ciągłości działania oraz osiąganiu zarówno zadowalających, jak i ponadprzeciętnych wyników organizacji. W związku z tym zarówno charakterystyki uczestników organizacji, jak i możliwość wpływania na poprawę ich efektywności w pracy, znalazły się w centrum uwagi naukowców i praktyków. Mając na uwadze powyższe, celem artykułu jest analiza roli e-zaufania we wzmacnianiu wpływu dynamicznych zdolności pracowników na wydajność pracy wśród organizacji działających w warunkach pandemii COVID-19. METODYKA: Badania empiryczne przeprowadzono w oparciu o model dynamicznych zdolności pracowników. Aby zweryfikować potencjalne zależności przeprowadzono badania empiryczne w 1200 organizacjach zlokalizowanych w Polsce, Włoszech i USA. Organizacje zostały wybrane w sposób celowy. Przygotowano ustrukturyzowany kwestionariusz ankiety, a w badaniu wykorzystano metodę CAWI (Computer-Assisted Web Interview). Zbadano rzetelność skal użytych w ankiecie, a następnie przeprowadzono wielogrupową analizę ścieżek przy użyciu IBM SPSS AMOS. Model został zweryfikowany, potwierdzając domniemane zależności między zmiennymi. WYNIKI: Udowodniono, że im wyższy poziom e-zaufania, tym silniejszy jest wpływ dynamicznych zdolności pracowników na wydajność pracy w organizacjach działających w warunkach kryzysu spowodowanego zdarzeniem typu czarny łabędź, z uwzględnieniem mediacyjnego efektu dopasowania osoby do pracy, motywacji do pracy, satysfakcji z pracy i zaangażowania w pracę. IMPLIKACJE: Opracowanie stanowi wkład do aktualnej wiedzy z zakresu zarządzania, a w szczególności zarządzania zasobami ludzkimi. W kontekście teoretycznym opisano zależności między czynnikami wpływającymi na wydajność pracy w trudnych warunkach kryzysu wywołanego wydarzeniem typu czarny łabędź. Z praktycznego punktu widzenia istotne wydają się natomiast wskazówki w jaki sposób kształtować zachowania przywódcze podczas pracy zdalnej, ze szczególnym uwzględnieniem aspektu e-zaufania. ORYGINALNOŚĆ I WARTOŚĆ: Badania wzbogacają rozważania dotyczące istniejącego modelu dynamicznych zdolności pracowników. Wskazano i omówiono rolę czynnika jakim jest e-zaufanie, który jest istotnym elementem e-przywództwa, w kontekście wpływu na ten model. Wnioski stanowią podwaliny do rozwoju wiedzy na temat zarządzania pracownikami podczas pracy zdalnej, która nie tylko była rozwiązaniem na czas kryzysu, ale została również na stałe wprowadzona do obecnej organizacji pracy. (abstrakt oryginalny)

PURPOSE: In a crisis such as the COVID-19 pandemic, employees play a key role in the ability to survive and achieve both sufficient and outstanding performance in the organization. Therefore, both the characteristics of people in the organization and the possibility of influencing the improvement of their performance at work, have become the focus of attention of scientists and practitioners. In this context, the purpose of this article is to analyze the role of e-trust in strengthening the influence of employees' dynamic capabilities on the job performance of employees among organizations operating under the conditions of the COVID-19 pandemic. METHODOLOGY: An empirical study was performed based on the Employees' Dynamic Capabilities model. In order to verify the potential relations, empirical studies were conducted in 1200 organizations located in Poland, Italy and USA. The companies were selected on the basis of the purposive manner. The structured questionnaire was prepared and the CAWI (Computer-Assisted Web Interview) method was used in this research. The reliability of the scales used in the survey was tested and afterwards a multigroup path analysis was performed using IBM SPSS AMOS. The model was verified, confirming the presumed relationships between the variables. FINDINGS: It has been proven that the higher the level of e-trust is, the stronger the influence of EDC is on job performance of organizations operating under a crisis caused by a Black Swan event mediated by P-J fit, work motivation, job satisfaction and work engagement. IMPLICATIONS: This study contributes to the current knowledge of management, in particular human resource management. In the theoretical area, the relationships between the factors influencing job performance in the difficult conditions of the crisis caused by the Black Swan event were described. On the other hand, from a practical point of view, indications on how to shape leadership behavior during remote work, with particular emphasis on the e-trust aspect, seem to be important. ORIGINALITY AND VALUE: This research enriches the considerations regarding the existing Employees' Dynamic Capabilities model. The role of the e-trust factor, which is an important part of e-leadership, in the context of the impact on this model was indicated and discussed. The conclusions are a solid step in the development of knowledge about managing employees during remote work, which not only became a solution for the time of the crisis, but was also permanently introduced to the current work organization. (original abstract)
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Cytowane przez
Pokaż
ISSN
2299-7075
Język
eng
URI / DOI
https://doi.org/10.7341/20231925
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