题目：It’s About Time – A Longitudinal Adaptation Model of High-Performance Work Teams
摘要：This study theorizes and examines the impact of the implementation of high-performance work teams (HPWTs) on operational performance over time. By integrating the adaptation and change literature into strategic human resource management (HRM) research, this study proposes that the implementation of HPWTs will lead to a sudden and negative change in operational performance, but that the post-implementation effect over time will follow a U-shaped curve, such that the effect of HPWTs will first decrease and then increase. This study examined the hypothesized relationships by collecting data from 20 plants of a division of a Fortune 100 firm producing automation and control equipment, during a four-year period. The plants implemented HPWTs at various points in time during this period and provided the authors with access to monthly data of two operational outcomes (i.e., labor rating – a measure of labor productivity and inventory turns – a plant-level measure of operational efficiency). Using discontinuous growth models implemented in R program, this study found that conversion to HPWTs did not enhance the two operational outcomes immediately, and in the post-implementation period the outcomes first declined to a minimum level and then began to increase. The results of this study are consistent with the adaptation and change literature which suggests that organizations take time to adapt to a change in the workplace. The findings also provide evidence for the causal relationship between HRM systems and performance outcomes, and advance the understanding of the dynamic processes involved in the influences of HRM system over time.
姜铠丰副教授简介：中国人民大学劳动人事学院2001级人力资源管理本科，2005级人力资源管理硕士。2013年博士毕业于美国罗格斯大学，现任美国俄亥俄州立大学商学院副教授，主要研究领域是人力资源管理和组织行为学。姜铠丰副教授的论文发表在Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology等顶级管理学期刊上。
题目：Transformational Leadership of Work Teams
摘要：We tested our model using social learning theory as an overarching theoretical framework and a three-wave time-lagged survey data from 242 shoe retail stores with 902 employees, 242 store (team) leaders, and 33 district managers (team leaders’ superiors). Results largely support our hypotheses. Superiors’ transformational leadership positively relates to team leaders’ transformational leadership only when team leaders have high value congruence with their superiors or when they have low value congruence with their work teams. Furthermore, the indirect relationship between team leaders’ transformational leadership and team (store) objective performance through the mediating role of team adaptation is stronger when team leaders have high value congruence with their teams (though not significant for team proactivity as a mediator). To enrich our understanding of the results, we conducted personal interviews with six team leaders and 18 team members in six randomly selected stores, stratified by performance (three high performers and three low performers). The qualitative data from the interviews corroborate the survey findings.
胡佳副教授简介：中国人民大学劳动人事学院2005级人力资源管理专业硕士。2012年博士毕业于美国伊利诺伊大学芝加哥分校，现任美国俄亥俄州立大学商学院副教授，主要研究领域是人力资源管理和组织行为学。胡佳副教授的论文发表在Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology等顶级管理学期刊上。
题目：Understanding Employee Creativity in Organizations: My Recent Research Journey
摘要：I will share with the audience my recent research journey into antecedents and consequences of employee creativity in organizations. I will present a stream of research with a major focus on two studies. Building on the dual-concern model and P-O fit perspective, the first study investigates whether, how, and when different types of employee experienced HR systems jointly influence employee creativity. It was found that the positive relationship between employee experienced performance-oriented HR systems and domain-relevant skills was augmented by employee experienced maintenance-oriented HR systems. Moreover, employee experienced maintenance-oriented HR systems was more likely to augment the positive relationship in private owned enterprises (POEs) than in state owned enterprises (SOEs). Employee domain-relevant skills mediated the three-way interactive effect of employee experienced performance-oriented HR systems, maintenance-oriented HR systems, and firm ownership (SOEs vs. POEs) on employee creativity. Finally, aggregated employee creativity was more positively related to firm innovation in POEs than in SOEs. The second study goes a step further to examine when employee creativity benefits firm performance. Building on the creation-implementation tension and the attention perspective, the second study examines the moderating roles of riskiness orientation, firm size, and realized absorptive capacity in the relationship between core knowledge employee creativity and firm performance. It offers important practical implications regarding when firms reap more benefit from their employees' creative ideas.
龚亚平老师简介：劳动人事学院1990级人力资源管理专业本科，1994级人力资源管理专业硕士，2000年博士毕业于美国俄亥俄州立大学, 现任香港科技大学商学院教授，主要研究领域是人力资源管理和组织行为学。 龚教授的论文发表在Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management等顶级管理学期刊上。
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