人的資源管理研究へのマルチレベル分析の適用可能性 : HRM施策と組織風土が職務態度・行動に与える影響の検討事例

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This paper attempts to discuss the applicability of a multilevel analytical method to a broader domain of the research in the field of human resource management (HRM) and organizational behavior (OB). A multilevel analytical method has rapidly evolved for recent years, which seems to increase opportunities for HRM and OB researchers to use this method, especially when they focus on verifying the effects of organizational- and/or group-level variables (e.g., policies, practices, culture, climate, etc.) on individual-level variables (e.g., values, attitudes, behaviors, etv.). In this study, we first made an in-depth literature review for the two recently published articles, Whitener (2001) and Liao and Chuang (2004), both of which involved a verification of the organizational-level HRM practice effects on individual attitudes and behaviors using hierarchical linear modeling (HLM). Then, we made an initial attempt to use this analytical tool over our existing dataset in order to explore the extent to which establishment-level HRM practices and organizational climate can account for both within-group and between-group variances of individual attitudes and behaviors, including work commitment and turnover intentions of employees. Our results of HLM indicated that an employee's work commitment and turnover intentions were explained not only by his/her individual-level attributes but also by the establishment-level practices and climate of his/her work organization. Findings as well as our review results were used to discuss the types of HRM research that may fit in well with the use of a multilevel analytical method in its impirical research design. Possible extended research domains and some cautions needed to conduct research using multilevel analysis in HRM and OB fields were also discussed.
経営行動科学学会の論文
2007-06-30

人的資源管理研究へのマルチレベル分析の適用可能性 : HRM施策と組織風土が職務態度・行動に与える影響の検討事例

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