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Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employees Outcomes

机译：在大流行后危机中重新设计人力资源策略：探讨高性能工作实践和员工成果的审核调解模型

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期刊名称 Frontiers in Psychology
作者
Ma Zhiqiang; Hira Salah ud din Khan; Muhammad Salman Chughtai; Li Mingxing;
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作者单位

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年(卷),期 2021(-1),-1
年度 2021
页码 -1
总页数 10
原文格式 PDF
正文语种
中图分类病理学;
关键词

机译：高性能工作实践;基于组织的自尊;积极的心理资本;员工的职业表现;员工的任务表现;Covid-19流行病;

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1. Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes [J] . Ma Zhiqiang, Hira Salah ud din Khan, Muhammad Salman Chughtai, Frontiers in Psychology . 2021,第a期

机译：在大流行后危机中重新设计人力资源战略：探讨高性能工作实践和员工成果的审核调解模型
2. High-performance human resource practices and firm performance: the mediating role of employees' competencies and the moderating role of climate for creativity [J] . van Esch Emmy, Wei Li Qun, Chiang Flora F. T. The international journal of human resource management . 2018,第9a10期

机译：高性能人力资源实践和公司绩效：员工能力的调解作用以及气候对创造力的调节作用
3. Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model [J] . Po-Chien Chang, Man-Jing Zhang, Ting Wu SAGE Open . 2021,第2期

机译：发展人力资源配置，独特的人力资本和员工创新的工作行为：多级审核调解模型
4. Employee High-Involvement Work Practices and Voluntary Turnover: Does Human Capital Accumulation or an Employee Empowerment Culture Mediate the Process? Examining the Evidence in Canadian Healthcare Organizations [C] . Kent Rondeau, Terry Wagar European Conference on Intellectual Capital . 2012

机译：员工高参与工作实践和自愿营业额：人力资本积累或雇员赋权文化调解此过程吗？审查加拿大医疗组织中的证据
5. The moderating effect of employee age on the association between affective commitment and human resource practices [D] . Mackay, Michael Mark 2013

机译：员工年龄对情感承诺与人力资源实践之间联系的调节作用
6. Emotional Dissonance and Sickness Absence Among Employees Working With Customers and Clients: A Moderated Mediation Model via Exhaustion and Human Resource Primacy [O] . Anne-Marthe R. Indregard, Pål Ulleberg, Stein Knardahl, -1

机译：与客户和客户一起工作的员工之间的情绪失调和疾病缺席：通过精疲力竭和人力资源优先权的适度调解模型
7. Why Do High-Performance Human Resource Practices Matter for Employee Outcomes in Public Sector Universities? The Mediating Role of Person–Organization Fit Mechanism [O] . Saeed Siyal, Chunlin Xin, Xiaobao Peng, 2020

机译：为什么公共部门大学员工成果的高性能人力资源实践？人组织拟合机制的调解作用

Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employees Outcomes

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