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Human resource management and unit performance in knowledge-intensive work.

Rebecca R Kehoe1, Christopher J Collins2

  • 1Department of Human Resource Management, Rutgers University.

The Journal of Applied Psychology
|April 7, 2017
PubMed
Summary
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A relationship-oriented human resource (HR) system enhances unit performance by improving knowledge access, complementing the high commitment HR system. This targeted approach is valuable for managing knowledge workers effectively.

Area of Science:

  • Organizational Behavior
  • Human Resource Management
  • Knowledge Management

Background:

  • High commitment human resource (HR) systems are widely studied for their impact on performance.
  • The specific contributions of relationship-oriented HR practices in knowledge-intensive settings require further clarification.
  • Understanding how different HR systems influence knowledge sharing and unit outcomes is crucial.

Purpose of the Study:

  • To differentiate the effects of relationship-oriented HR systems versus high commitment HR systems on unit performance.
  • To investigate the mediating mechanisms through which these HR systems impact performance in knowledge-intensive work.
  • To assess the complementary potential of targeted HR practices within a broader HR strategy.

Main Methods:

Related Experiment Videos

  • The study utilized unit-level data from 128 units in the science and engineering division of a hydroelectric power organization.
  • A matched sample of employees and managers provided data on HR practices, commitment, human capital, and knowledge access.
  • Statistical analyses were employed to examine the relationships between HR systems and unit performance, including mediation analyses.

    • Main Results:

    • The high commitment HR system positively influences unit performance through organizational commitment, human capital, and inter-unit knowledge access.
    • The relationship-oriented HR system positively impacts unit performance by enhancing knowledge access within and outside the unit.
    • A targeted, relationship-oriented HR system demonstrates value and can complement a high commitment approach for managing knowledge workers.

    Conclusions:

    • Relationship-oriented HR practices offer a distinct pathway to improved unit performance, particularly through enhanced knowledge flow.
    • Both high commitment and relationship-oriented HR systems are effective, but through different mechanisms.
    • Integrating targeted, relationship-oriented HR strategies alongside broader high commitment approaches can optimize the management of knowledge-intensive workforces.