Abstract

The aim of this study is to explore the relationship between perceived human resource management practices and service-oriented organizational citizenship behaviors through the mediating role of employee engagement. Besides, the moderating effect of positive psychological capital on the relationships will also be examined. The target population included 457 frontline employees who work at least one year at commercial banks in Vietnam. The inferential analysis to test the hypotheses was completed using SmartPLS 3.0 software for structural equation modeling with partial least squares (PLS-SEM). The result of this study indicated that a positive correlation between perceived HRM practices and service-oriented OCBs; employee engagement played a partial mediating role in this correlation. In addition, positive psychological capital heightened the positive relationship between perceived HRM practices and service-oriented OCBs of frontline employees. This research provided bank managers with an enhanced understanding of what the fundamental behaviors of their frontline employees are and how to develop and cultivate these employee contributions. It lets managers know how much the frontline employees take care of HRM practices at the workplace. From the point of view of the employees, managers may have the strategies to avoid the potential risk related to human resource management.

摘要

本研究的目的是通过员工敬业度的中介作用，探讨感知的人力资源管理实践与面向服务的组织公民行为之间的关系。此外，还将研究积极心理资本对关系的调节作用。目标人群包括在越南商业银行工作至少一年的 457 名一线员工。使用 SmartPLS 3.0 软件完成了用于检验假设的推理分析，用于使用偏最小二乘法 (PLS-SEM) 进行结构方程建模。这项研究的结果表明，感知的人力资源管理实践与面向服务的 OCB 之间存在正相关关系；员工敬业度在这种相关性中起部分中介作用。此外，积极的心理资本增强了感知的人力资源管理实践与一线员工的服务导向型OCB之间的正相关关系。这项研究使银行经理对一线员工的基本行为以及如何发展和培养这些员工的贡献有了更深入的了解。它让管理人员知道一线员工在工作场所对人力资源管理实践的关注程度。从员工的角度来看，管理者可能有策略来规避与人力资源管理相关的潜在风险。这项研究使银行经理对一线员工的基本行为以及如何发展和培养这些员工的贡献有了更深入的了解。它让管理人员知道一线员工在工作场所对人力资源管理实践的关注程度。从员工的角度来看，管理者可能有策略来规避与人力资源管理相关的潜在风险。这项研究使银行经理对一线员工的基本行为以及如何发展和培养这些员工的贡献有了更深入的了解。它让管理人员知道一线员工在工作场所对人力资源管理实践的关注程度。从员工的角度来看，管理者可能有策略来规避与人力资源管理相关的潜在风险。