讲座题目：A Longitudinal Study of Strategic Human Resource Management
摘要：Theoretical models of the human resource management (HRM) systems – performance relationship suggest that it takes time for organizations to design and implement HRM systems, which also need time to influence employee and firm performance. However, the temporal dynamics of the relationship between HRM systems and performance outcomes has received little attention. The lack of theoretical guidance and empirical evidence about such dynamic processes makes it difficult to draw rigorous conclusions about the causal relationship between HRM systems and performance outcomes and to understand how the effects of HRM systems unfold over time. This study aims to address this research need by theorizing and examining the influence of the implementation of high-performance work teams (HPWTs) on operational performance over time. We draw upon team development and adaptation literature and organizational change literature to propose a two-phase adaptation model whereby the growth rates of performance outcomes initially decline after the implementation of HPWTs and later increase and become higher than the rates before implementation. Over a four-year period, a field quasi-experiment was conducted in 20 plants producing automation and control equipment for a Fortune 500 firm and collected monthly data regarding plant-level labor productivity and inventory turnover before and after the implementation of HPWTs. Results based on piecewise growth modeling indicate that conversion to HPWTs may first reduce the growth rates of the two performance outcomes, and then increase the growth rates as expected. The findings indicate that HPWTs dynamically affect performance outcomes, but organizations and employees must first adapt to changes brought about by the implementation of HPWTs.
主讲人简介：Kaifeng Jiang, Ph.D., is an Associate Professor of Management and Human Resources in the Fisher College of Business at The Ohio State University. Dr. Jiang received his PhD in Industrial Relations and Human Resources from School of Management and Labor Relations at Rutgers University in 2013. His research examines the effects of human resource management (HRM) practices on employee, team, and organizational outcomes. He is especially interested in the boundary conditions and mediating mechanisms of HRM effects on outcomes. Dr. Jiang has published over 20 research articles in journals such as Academy of Management Annals, Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology, as well as co-authored 10 book chapters. His research has been recognized by the scientific community through several research awards and grants including the Early Career Achievement Award of the HR Division of AOM. He is an Associate Editor of Human Resource Management Journal and currently serving on the editorial review boards of seven journals, including Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. He is also actively involved in the activities of the HR Division of the Academy of Management. In 2017, he was elected to the Executive Committee of the HR Division.