Vermeeren Brenda, Steijn Bram, Tummers Lars, Lankhaar Marcel, Poerstamper Robbert-Jan, van Beek Sandra
Erasmus University Rotterdam, PO Box 1738, 3000 DR Rotterdam, Netherlands.
Hum Resour Health. 2014 Jun 17;12:35. doi: 10.1186/1478-4491-12-35.
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.
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.
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.
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.
人力资源管理（HRM）的主要目标之一是提高组织绩效。然而，很少有研究明确探讨绩效的多维度特征，或将人力资源实践与各种结果维度联系起来。因此，本研究通过将人力资源实践与三个结果维度联系起来，为该领域文献做出了贡献：财务、组织和员工（人力资源）结果。此外，我们将分析人力资源实践如何影响这些结果维度，重点关注工作满意度的中介作用。
本研究使用了一个独特的数据集，该数据集基于“荷兰医疗保健行业ActiZ基准”，这是一项在荷兰家庭护理、护理院和养老院进行的基准研究。分析了2010年秋季至2011年秋季的数据。在此期间，共有162个组织参与（约占荷兰所有护理组织的35%）。员工数据通过问卷调查收集（61061人，回复率42%）。通过分层抽样，使用长期护理客户质量指数对客户进行了调查。财务结果通过年度报告收集。进行结构方程模型（SEM）分析以检验假设。
研究发现，人力资源实践直接或间接地与所有三个结果相关。人力资源实践的使用与改善财务结果（衡量指标：净利润率）、组织结果（衡量指标：客户满意度）和人力资源结果（衡量指标：病假率）相关。人力资源实践对人力资源结果和组织结果的影响明显大于其对财务结果的影响。此外，关于工作满意度的完全中介作用的假设在人力资源和组织结果方面得到了证实。这与员工态度是人力资源管理与绩效之间“黑匣子”中的重要因素这一观点一致。
研究结果强调了人力资源管理在医疗保健行业的重要性，特别是对于人力资源和组织结果。对医疗保健行业人力资源管理的进一步分析对于学者和人力资源经理来说都将是一项富有成效的工作。
