期刊名称：International Journal on Research and Development : A Management Review
印刷版ISSN：2319-5479
出版年度：2017
卷号：6
期号：3
页码：76-84
出版社：Institute for Research and Development India
摘要：Background: One of the main goals of Human
Resource Management (HRM) is to increase the
performance of organizations. However, few studies
have explicitly addressed the multidimensional character
of performance and linked HR practices to various
outcome dimensions. This study therefore adds to the
literature by relating HR practices to three outcome
dimensions: financial, organizational and employee
(HR) outcomes. Furthermore, we will analyze how HR
practices influence these outcome dimensions, focusing
on the mediating role of job satisfaction.
Methods: This study uses a unique dataset, based on the
‘ActiZ Benchmark in Healthcare’, a benchmark study
conducted in Dutch home care, nursing care and care
homes. Data from autumn 2010 to autumn 2011 were
analyzed. In total, 162 organizations participated during
this period (approximately 35% of all Dutch care
organizations). Employee data were collected using a
questionnaire (61,061 individuals, response rate 42%).
Clients were surveyed using the Client Quality Index for
long-term care, via stratified sampling. Financial
outcomes were collected using annual reports. SEM
analyses were conducted to test the hypotheses.
Results: It was found that HR practices are - directly or
indirectly - linked to all three outcomes. The use of HR
practices is related to improved financial outcomes
(measure: net margin), organizational outcomes
(measure: client satisfaction) and HR outcomes
(measure: sickness absence). The impact of HR practices
on HR outcomes and organizational outcomes proved
substantially larger than their impact on financial
outcomes. Furthermore, with respect to HR and
organizational outcomes, the hypotheses concerning the
full mediating effect of job satisfaction are confirmed.
This is in line with the view that employee attitudes are
an important element in the ‘black box’ between HRM
and performance.
Conclusion: The results underscore the importance of
HRM in the health care sector, especially for HR and
organizational outcomes. Further analyses of HRM in
the health care sector will prove to be a productive
endeavor for both scholars and HR managers.
