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Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being
Author(s) -
Lin Congcong,
Li Xiufeng,
Lam Long W.
Publication year - 2019
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.21997
Subject(s) - dual (grammatical number) , human resources , psychology , work (physics) , human resource management , sample (material) , meaning (existential) , knowledge management , need for achievement , work systems , confirmatory factor analysis , contrast (vision) , multilevel model , structural equation modeling , management , social psychology , computer science , engineering , chemistry , chromatography , machine learning , artificial intelligence , psychotherapist , mechanical engineering , art , literature , economics
Drawing on the person–organization fit theory, this study elaborates a dual‐oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well‐being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high‐tech firm show that the dual‐oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual‐oriented HR system and achievement motivation on well‐being. Specifically, development‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is high; by contrast, maintenance‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices.