Ảnh hưởng của thực tiễn quản trị nguồn nhân lực đến sự gắn kết và hành vi chủ động làm việc của cán bộ ngành y tế tỉnh Gia Lai
Nội dung chính của bài viết
Tóm tắt
Nghiên cứu này nhằm xem xét ảnh hưởng của thực tiễn quản trị nguồn nhân lực đến sự gắn kết và hành vi chủ động làm việc của cán bộ ngành y tế tỉnh Gia Lai. Mô hình nghiên cứu được xây dựng dựa trên các lý thuyết về quản trị nguồn nhân lực. Phương pháp nghiên cứu định tính sơ bộ được sử dụng nhằm khám phá, điều chỉnh các thang đo. Nghiên cứu định lượng được thực hiện thông qua khảo sát 232 cán bộ ngành y tế. Các giả thuyết được kiểm định bằng mô hình cấu trúc tuyến tính (SEM). Kết quả cho thấy, thực tiễn quản trị nguồn nhân lực có ảnh hưởng tích cực đến sự gắn kết và hành vi chủ động làm việc của cán bộ ngành y tế. Đây chính là cơ sở khoa học để ngành y tế tỉnh Gia Lai quan tâm nhiều hơn đến công tác quản trị nguồn nhân lực, nhằm tăng cường sự gắn kết và hành vi chủ động của nhân viên, từ đó giúp giảm thiểu sai sót trong điều trị và nâng cao chất lượng dịch vụ chăm sóc sức khỏe.
Chi tiết bài viết
Từ khóa
Hành vi chủ động làm việc, Thực tiễn quản trị nguồn nhân lực, Sự gắn kết
Tài liệu tham khảo
Alfes, K., Truss, C., Soane, E., Rees, C., & Gatenby, M. (2010). Creating an engaged workforce: findings from the Kingston employee engagement consortium project. Chartered Institute of Personnel and Development. London. Retrieved from http://eprints.lse.ac.uk/id/eprint/28451.
Agarwal, U. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team performance management.
Agarwal, R., & Ferratt, T. W. (1999). Coping with labor scarcity in IT: Strategies and practices for effective recruitment and retention. Cincinnati, OH: Pinnaflex.
Ayre, C., & Scally, A. J. (2014). Critical values for Lawshe’s content validity ratio: revisiting the original methods of calculation. Measurement and evaluation in counseling and development, 47(1), 79-86. doi.org/10.1177/0748175613513808.
Bakker, A. B., Shimazu, A., Demerouti, E., Shimada, K., & Kawakami, N. (2014). Work engagement versus workaholism: a test of the spillover-crossover model. Journal of Managerial Psychology, 29(1), 63-80. doi: 10.1108/JMP-05-2013-0148.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. doi: 10.1108/13620430810870476.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14(2), 103-118. doi: 10.1002/job.4030140202.
Beltran-Martin, I., & Roca-Puig, V. (2013). Promoting employee flexibility through HR practices. Human Resource Management, 52(5), 645–674.
Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Taylor, G. S. (2009). Human resource practices, job embeddedness and intention to quit. Management Research Review, 32(3), 205–219. doi: 10.1108/01409170910943084.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), 1-9. doi: 10.1186/1478-4491-12-35.
Campbell, D.J. (2000). The proactive employee: Managing workplace initiative. Academy of Management Executive, 14(3), 52-65.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462.
Nica, E. (2013). The importance of human resources management to the health care system. Economics, Management, and Financial Markets, 8(4), 166-171.
Eby, L., Freeman, D., Rush, M., & Lance, C. (1999). Motivational bases of affective organizational commitment: A partial test of an integrative theoretical model. Journal of occupational and organizational psychology, 72(4), 463-483.
Chafra, H. E. J. (2012). The impact of team empowerment on proactivity: The moderating roles of leader's emotional intelligence and proactive personality. Management, 26(5), 560-577. doi: 10.1108/14777261211256918.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. Academy of Management Perspectives. 14(3), 67-80.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. doi: 10.1016/j.riob.2008.04.002.
Hartline. M. D., & Ferrell, O. C. (1996). The management of customer contact service employees: An empirical investigation. Journal of Marketing, 60(4), 52–70.
Hakanen, J. J., Perhoniemi, R. & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78-91. doi: 10.1016/j.jvb.2008.01.003.
Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis, 7th ed. Upper Saddle River, NJ: Prentice-Hall, Inc.
Elarabi, H. M., & Johari, F. (2014). The impact of human resources management on healthcare quality. Asian journal of management sciences & education, 3(1), 13-22.
Hyde, P., Harris, C., & Boaden, R. (2013). Pro-social organizational behavior of health care workers. International Journal of Human Resource Management, 24(16), 3115–3130.
Korczynski, M. (2002). Human Resource Management in Service Sector. New York: Palgrave.
Lawler, E. E. (1986). High-Involvement Management. Participative Strategies for Improving Organizational Performance. Jossey-Bass Inc., Publishers.
Lawshe, C. H. (1975). A quantitative approach to content validity. Personnel psychology, 28(4), 563-575.
Lee, S. M., Lee, D., & Kang, C. Y. (2012). The impact of high-performance work systems in the health-care industry: employee reactions, service quality, customer satisfaction, and customer loyalty. The Service Industries Journal, 32(1), 17–36.
Luthans, F. (2012). Organizational Behavior: An Evidence-Based Approach, 12th edn. New York: Paul Ducham.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
Martin, S. L., Liao, H., & Campbell, E. M. (2013). Directive versus empowering leadership: A field experiment comparing impacts on task proficiency and proactivity. Academy of Management Journal, 56(5), 1372–1395.
Maden, C. (2015). Linking High Involvement Human Resource Practices to Employee Proactivity. Personnel Review, 44(5), 720–738. doi: 10.1108/PR-01-2014-0030.
Marescaux, E., De Winne, S. & Sels, L. (2013). HR Practices and HRM Outcomes: The Role of Basic Need Satisfaction. Personnel Review, 42(1), 4–27. doi: 10.1108/00483481311285200.
McClean, E., & Collins, C. J. (2012). High-commitment HR practices, employee effort, and firm performance: investigating the effects of HR practices across employee groups within professional service firms. Human Resource Management, 50(3), 341–363.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage publications.
Mohammadi, B., Beshlideh, K., Shaikhshabani, E., & Naami, A. (2013). Relationship between Proactive Personality, Conscientiousness, Perceived Supervisor Support and Proactive Behavior of the Bid Boland Gas Refinery Workers. Journal of Educational and Management Studies, 3(4), 483-486.
Moideenkutty, U., Al-Lamki, A. & Murthy, Y. S. R. (2011). HRM Practices and Organizational Performance in Oman. Personnel Review, 40(2), 239–251. doi: 10.1108/00483481111106101.
Morrison, E.W. (1996). Organizational citizenship behavior as a critical link between HR practices and service quality. Human Resource Management, 35(4), 493-512.
Paré, G., & Tremblay, M. (2007). The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals Turnover Intentions. Group and Organization Management, 32(3), 326–357. doi: 10.1177/1059601106286875.
Parker, S. K. & Collins, C. G. (2010). Taking Stock: Integrating and Differentiating Multiple Proactive Behaviors. Journal of Management, 36(3), 633–662. doi: 10.1177/0149206308321554.
Parker, S. K., Bindl, U. K. & Strauss, K. (2010). Making Things Happen: A Model of Proactive Motivation. Journal of Management, 36(4), 827–856. doi: 10.1177/0149206310363732.
Phạm Thị Ngọc Mai (2016). Tác động của thực tiễn quản lý nguồn nhân lực đến sự hài lòng của cán bộ ngành y tế tỉnh Gia Lai. Tạp chí Kinh tế dự báo, số 32.
Radha, K., & Sudarsanan, P. P. (2008). A study on human resource management practices in private hospitals in Kerala. School of Management studies Cochin University of Science and Technology. https://dyuthi.cusat.ac.in/xmlui/handle/purl/3840.
Robbins, S. P. & Judge, T. A. (2012). Organizational Behavior, 15th Edition. Prentice Hall.
Rodwell J., Kienzle R., & Shadur, M. (1998). The relationship away work-related perceptions, employee attitudes, and employee performan ce: The integral role of communication. Human Resource Management, 37, 277-293.
Sanders, K., Moorkamp, M., Torka, N., Groeneveld, C. M., & Groeneveld, S. (2010). How to support innovative behaviour? The role of LMX and satisfaction with HR practices. Technology and investment, 1(1), 59-68. doi: 10.4236/ti.2010.11007.
Sattar, T., Ahmad, K. & Hassan, S. M. (2015). Role of Human Resource Practices in Employee Performance and Job Satisfaction With Mediating Effect of Employee Engagement. Pakistan Economic and Social Review, 53(1), 81–96.
Schneider, B., & White, S. S. (2004). Service Quality: Research Perspectives. Thousand Oaks: Sage.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92. doi: 10.1023/A:1015630930326.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources and their relationship with burnoutand engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-315.
Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. doi: 10.1177/0013164405282471.
Schwochau, S., Delaney, J., Jarley, P., & Fiorito, J. (1997). Employee participation and assessments of support for organizational policy changes. Journal of Labor Research, 18(3), 379-401.
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
Tsui, A.S., Pearce, J.L., Porter, L.W., & Hite, J.P. (1995). Choice of employee-organization relationship: Influence of external and internal organizational factors. Research in Personnel and Human Resource Management, 13, 117-151. Report #: 13. Retrieved from https://escholarship.org/uc/item/2nc1b8v9.
Tummers, L., Kruyen, P. M., Vijverberg, D. M., & Voesenek, T. J. (2015). Connecting HRM and change management: the importance of proactivity and vitality. Management, 28(4), 627-640. doi: 10.1108/JOCM-11-2013-0220.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The international journal of human resource management, 24(14), 2657-2669. doi: 10.1080/09585192.2013.798921.
Vanhala, M. & Ahteela, R. (2011). The Effect of HRM Practices on Impersonal Organizational Trust. Management Research Review, 34(8), 869–888.doi: 10.1108/01409171111152493.
Wijhe, C. V., Peeters, M., Schaufeli, W., & Hout, M. V. D. (2011). Understanding workaholism and work engagement: the role of mood and stop rules. Career Development International, 16(3), 254-270. doi: 10.1108/13620431111140156.
WHO (2006). The World Health Report 2006: working together for health. World Health Organization
Wu, C. & Parker, S. K. (2011). Proactivity in the Workplace. The Oxford Handbook of Positive Organizational Scholarship (pp 1–33). Oxford University Press. doi: 10.1093/oxfordhb/9780199734610.013.0007.
Yang, Y. C. (2012). High-Involvement Human Resource Practices, Affective Commitment, and Organizational Citizenship Behaviors. The Service Industries Journal, 32(8), 1209–1227. doi: 10.1080/02642069.2010.545875.
Agarwal, U. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team performance management.
Agarwal, R., & Ferratt, T. W. (1999). Coping with labor scarcity in IT: Strategies and practices for effective recruitment and retention. Cincinnati, OH: Pinnaflex.
Ayre, C., & Scally, A. J. (2014). Critical values for Lawshe’s content validity ratio: revisiting the original methods of calculation. Measurement and evaluation in counseling and development, 47(1), 79-86. doi.org/10.1177/0748175613513808.
Bakker, A. B., Shimazu, A., Demerouti, E., Shimada, K., & Kawakami, N. (2014). Work engagement versus workaholism: a test of the spillover-crossover model. Journal of Managerial Psychology, 29(1), 63-80. doi: 10.1108/JMP-05-2013-0148.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. doi: 10.1108/13620430810870476.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14(2), 103-118. doi: 10.1002/job.4030140202.
Beltran-Martin, I., & Roca-Puig, V. (2013). Promoting employee flexibility through HR practices. Human Resource Management, 52(5), 645–674.
Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Taylor, G. S. (2009). Human resource practices, job embeddedness and intention to quit. Management Research Review, 32(3), 205–219. doi: 10.1108/01409170910943084.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), 1-9. doi: 10.1186/1478-4491-12-35.
Campbell, D.J. (2000). The proactive employee: Managing workplace initiative. Academy of Management Executive, 14(3), 52-65.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462.
Nica, E. (2013). The importance of human resources management to the health care system. Economics, Management, and Financial Markets, 8(4), 166-171.
Eby, L., Freeman, D., Rush, M., & Lance, C. (1999). Motivational bases of affective organizational commitment: A partial test of an integrative theoretical model. Journal of occupational and organizational psychology, 72(4), 463-483.
Chafra, H. E. J. (2012). The impact of team empowerment on proactivity: The moderating roles of leader's emotional intelligence and proactive personality. Management, 26(5), 560-577. doi: 10.1108/14777261211256918.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. Academy of Management Perspectives. 14(3), 67-80.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. doi: 10.1016/j.riob.2008.04.002.
Hartline. M. D., & Ferrell, O. C. (1996). The management of customer contact service employees: An empirical investigation. Journal of Marketing, 60(4), 52–70.
Hakanen, J. J., Perhoniemi, R. & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78-91. doi: 10.1016/j.jvb.2008.01.003.
Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis, 7th ed. Upper Saddle River, NJ: Prentice-Hall, Inc.
Elarabi, H. M., & Johari, F. (2014). The impact of human resources management on healthcare quality. Asian journal of management sciences & education, 3(1), 13-22.
Hyde, P., Harris, C., & Boaden, R. (2013). Pro-social organizational behavior of health care workers. International Journal of Human Resource Management, 24(16), 3115–3130.
Korczynski, M. (2002). Human Resource Management in Service Sector. New York: Palgrave.
Lawler, E. E. (1986). High-Involvement Management. Participative Strategies for Improving Organizational Performance. Jossey-Bass Inc., Publishers.
Lawshe, C. H. (1975). A quantitative approach to content validity. Personnel psychology, 28(4), 563-575.
Lee, S. M., Lee, D., & Kang, C. Y. (2012). The impact of high-performance work systems in the health-care industry: employee reactions, service quality, customer satisfaction, and customer loyalty. The Service Industries Journal, 32(1), 17–36.
Luthans, F. (2012). Organizational Behavior: An Evidence-Based Approach, 12th edn. New York: Paul Ducham.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
Martin, S. L., Liao, H., & Campbell, E. M. (2013). Directive versus empowering leadership: A field experiment comparing impacts on task proficiency and proactivity. Academy of Management Journal, 56(5), 1372–1395.
Maden, C. (2015). Linking High Involvement Human Resource Practices to Employee Proactivity. Personnel Review, 44(5), 720–738. doi: 10.1108/PR-01-2014-0030.
Marescaux, E., De Winne, S. & Sels, L. (2013). HR Practices and HRM Outcomes: The Role of Basic Need Satisfaction. Personnel Review, 42(1), 4–27. doi: 10.1108/00483481311285200.
McClean, E., & Collins, C. J. (2012). High-commitment HR practices, employee effort, and firm performance: investigating the effects of HR practices across employee groups within professional service firms. Human Resource Management, 50(3), 341–363.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage publications.
Mohammadi, B., Beshlideh, K., Shaikhshabani, E., & Naami, A. (2013). Relationship between Proactive Personality, Conscientiousness, Perceived Supervisor Support and Proactive Behavior of the Bid Boland Gas Refinery Workers. Journal of Educational and Management Studies, 3(4), 483-486.
Moideenkutty, U., Al-Lamki, A. & Murthy, Y. S. R. (2011). HRM Practices and Organizational Performance in Oman. Personnel Review, 40(2), 239–251. doi: 10.1108/00483481111106101.
Morrison, E.W. (1996). Organizational citizenship behavior as a critical link between HR practices and service quality. Human Resource Management, 35(4), 493-512.
Paré, G., & Tremblay, M. (2007). The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals Turnover Intentions. Group and Organization Management, 32(3), 326–357. doi: 10.1177/1059601106286875.
Parker, S. K. & Collins, C. G. (2010). Taking Stock: Integrating and Differentiating Multiple Proactive Behaviors. Journal of Management, 36(3), 633–662. doi: 10.1177/0149206308321554.
Parker, S. K., Bindl, U. K. & Strauss, K. (2010). Making Things Happen: A Model of Proactive Motivation. Journal of Management, 36(4), 827–856. doi: 10.1177/0149206310363732.
Phạm Thị Ngọc Mai (2016). Tác động của thực tiễn quản lý nguồn nhân lực đến sự hài lòng của cán bộ ngành y tế tỉnh Gia Lai. Tạp chí Kinh tế dự báo, số 32.
Radha, K., & Sudarsanan, P. P. (2008). A study on human resource management practices in private hospitals in Kerala. School of Management studies Cochin University of Science and Technology. https://dyuthi.cusat.ac.in/xmlui/handle/purl/3840.
Robbins, S. P. & Judge, T. A. (2012). Organizational Behavior, 15th Edition. Prentice Hall.
Rodwell J., Kienzle R., & Shadur, M. (1998). The relationship away work-related perceptions, employee attitudes, and employee performan ce: The integral role of communication. Human Resource Management, 37, 277-293.
Sanders, K., Moorkamp, M., Torka, N., Groeneveld, C. M., & Groeneveld, S. (2010). How to support innovative behaviour? The role of LMX and satisfaction with HR practices. Technology and investment, 1(1), 59-68. doi: 10.4236/ti.2010.11007.
Sattar, T., Ahmad, K. & Hassan, S. M. (2015). Role of Human Resource Practices in Employee Performance and Job Satisfaction With Mediating Effect of Employee Engagement. Pakistan Economic and Social Review, 53(1), 81–96.
Schneider, B., & White, S. S. (2004). Service Quality: Research Perspectives. Thousand Oaks: Sage.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92. doi: 10.1023/A:1015630930326.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources and their relationship with burnoutand engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-315.
Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. doi: 10.1177/0013164405282471.
Schwochau, S., Delaney, J., Jarley, P., & Fiorito, J. (1997). Employee participation and assessments of support for organizational policy changes. Journal of Labor Research, 18(3), 379-401.
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
Tsui, A.S., Pearce, J.L., Porter, L.W., & Hite, J.P. (1995). Choice of employee-organization relationship: Influence of external and internal organizational factors. Research in Personnel and Human Resource Management, 13, 117-151. Report #: 13. Retrieved from https://escholarship.org/uc/item/2nc1b8v9.
Tummers, L., Kruyen, P. M., Vijverberg, D. M., & Voesenek, T. J. (2015). Connecting HRM and change management: the importance of proactivity and vitality. Management, 28(4), 627-640. doi: 10.1108/JOCM-11-2013-0220.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The international journal of human resource management, 24(14), 2657-2669. doi: 10.1080/09585192.2013.798921.
Vanhala, M. & Ahteela, R. (2011). The Effect of HRM Practices on Impersonal Organizational Trust. Management Research Review, 34(8), 869–888.doi: 10.1108/01409171111152493.
Wijhe, C. V., Peeters, M., Schaufeli, W., & Hout, M. V. D. (2011). Understanding workaholism and work engagement: the role of mood and stop rules. Career Development International, 16(3), 254-270. doi: 10.1108/13620431111140156.
WHO (2006). The World Health Report 2006: working together for health. World Health Organization
Wu, C. & Parker, S. K. (2011). Proactivity in the Workplace. The Oxford Handbook of Positive Organizational Scholarship (pp 1–33). Oxford University Press. doi: 10.1093/oxfordhb/9780199734610.013.0007.
Yang, Y. C. (2012). High-Involvement Human Resource Practices, Affective Commitment, and Organizational Citizenship Behaviors. The Service Industries Journal, 32(8), 1209–1227. doi: 10.1080/02642069.2010.545875.
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