Suchergebnisse

Despite the promising relationship that has been reported between HRM and Organization Performance (OP) in the last two decades, it is found that good HRM system and practices do not directly lead to better organization performance. However, questions remain about what factors mediate the HRM-OP relationship, which is commonly referred to as the "black box". The aim of this paper, therefore, is to develop and propose a conceptual model that captures the mediating effects of organizational factors such as "AMO" (skills and Abilities, Motivation, and Opportunity to participate), employees' attitudes, and employees' behaviors on the relationship between the HRM system and organizational performance. The proposed model intends to integrate both the content and the process approach to HRM. The paper, as a part of a project, uses an operationalization method to develop a theory-based model. The model development process involves a large amount of review of the literature in the field of HRM and OP. Analysis of the key concepts is conducted. The potential association and relationship among the factors are identified through integration of the findings in the mainstream literature. In the second stage of the project, the proposed model will be empirically tested by quantitative method. A questionnaire survey will be carried out to collect primary data using random sampling method. Structural Equation Modelling (SEM) technique will be utilized for data analysis. Validity and reliability tests will be performed. Drawing on literature review, this paper supports the assertion that the impact of HRM on OP is indirect. Such impacts are achieved through its impacts on employees. Based on the operationalization, a conceptual framework is presented to represent the mediating effects of the factors on the relationship between the HRM system and organizational performance. The proposed framework argues that employees' AMO, attitudes and behavior should be sequentially considered as the mediating factors in the HRM-OP relationship. Moreover, shared perceptions among employees (strong climate) towards the HRM system should have a significant moderating effect on the HRM-AMO relationship. It is expected that the findings from this paper and project can partially unlock the "black box" in the HRM-OP relationship. The proposed framework can help organizations realize that good HRM policy does not directly lead to expected OP. Policies and systems should be in place to monitor whether and how HRM system help achieve OP through its influences on employees.

Chenghui Zhang,1,2,* Qing Ou,1,* Yan Gu,1,* Gaiping Cheng,3 Rong Du,1,2 Li Yuan,1 Ruth LM Cordiner,4 Deying Kang,5 Jiaying Zhang,6 Qiaorong Huang,7 Chuan Yu,8 Li Kang,9 Xuan Wang,4,10 Xin Sun,5 Xianming Mo,7 Haoming Tian,1 Ewan R Pearson,4 Wentong Meng,7 Sheyu Li1,4 1Department of Endocrinology and Metabolism, West China Hospital, Sichuan University, Chengdu 610041, People's Republic of China; 2Department of Endocrinology and Metabolism, Hospital of Chengdu Office of People's Government of Tibetan Autonomous Region, Chengdu 610041, People's Republic of China; 3Department of Clinical Nutrition, West China Hospital, Sichuan University, Chengdu 610041, People's Republic of China; 4Division of Population Health and Genomics, Ninewells Hospital and School of Medicine, University of Dundee, Dundee DD1 9SY, Scotland, UK; 5Chinese Evidence-Based Medicine Center, West China Hospital, Sichuan University, Chengdu 610041, People's Republic of China; 6Department of Ophthalmology, West China Hospital, Sichuan University, Chengdu 610041, People's Republic of China; 7Laboratory of Stem Cell Biology, State Key Laboratory of Biotherapy, West China Hospital, Sichuan University, Chengdu 610041, People's Republic of China; 8Department of Health-Related Social and Behavioral Science, West China School of Public Health, Sichuan University, Chengdu 610041, People's Republic of China; 9Division of Systems Medicine, Ninewells Hospital and School of Medicine, University of Dundee, Dundee DD1 9SY, Scotland, UK; 10Science for Life Laboratory, Department of Medical Cell Biology, Uppsala University, Uppsala 75123, Sweden*These authors contributed equally to this workCorrespondence: Sheyu LiDepartment of Endocrinology and Metabolism, West China Hospital, Sichuan University, 37# Guoxue Road, Chengdu 610041, ChinaTel +86-13194874843Fax +86-28-85422982Email lisheyu@gmail.comWentong MengLaboratory of Stem Cell Biology, State Key Laboratory of Biotherapy, West China Hospital, Sichuan University, 37# Guoxue Road, Chengdu, Sichuan 610041, People's Republic of ChinaTel +86-18980601256Fax +86-28-85422982Email mwentong@sina.comAim: To investigate the count of circulating tissue factor-positive (TF+) procoagulant microparticles (MPs) in patients with type 1 diabetes mellitus (T1DM).Methods: This case-control study included patients with T1DM and age and sex-matched healthy volunteers. The counts of phosphatidylserine-positive (PS+) MPs and TF+PS+MPs and the subgroups derived from different cell types were measured in the peripheral blood sample of the two groups using multicolor flow cytometric assay. We compared the counts of each MP between groups as well as the ratio of the TF+PS+MPs and PS+MPs (TF+PS+MPs/PS+MPs).Results: We recruited 36 patients with T1DM and 36 matched healthy controls. Compared with healthy volunteers, PS+MPs, TF+PS+MPs and TF+PS+MPs/PS+MPs were elevated in patients with T1DM (PS+MPs: 1078.5 ± 158.08 vs 686.84 ± 122.04/μL, P <0.001; TF+PS+MPs: 202.10 ± 47.47 vs 108.33 ± 29.42/μL, P <0.001; and TF+PS+MPs/PS+MPs: 0.16 ± 0.04 vs 0.19 ± 0.05, P = 0.004), mostly derived from platelet, lymphocytes and endothelial cells. In the subgroup analysis, the counts of total and platelet TF+PS+MPs were increased in patients with diabetic retinopathy (DR) and with higher HbA1c, respectively.Conclusion: Circulating TF+PS+MPs and those derived from platelet, lymphocytes and endothelial cells were elevated in patients with T1DM.Keywords: type 1 diabetes mellitus, microparticles, tissue factor, diabetic retinopathy