Firms' human resource in information system and sustainable performance: Does their organizational identity matter?

Ji LI; Guiyao Tang; Yang Chen

doi:10.1080/09585192.2012.665074

Firms' human resource in information system and sustainable performance: Does their organizational identity matter?

Ji LI, Guiyao Tang, Yang Chen^*

^*Corresponding author for this work

Research output: Contribution to journal › Article › peer-review

10 Citations (Scopus)

Abstract

Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.

Original language	English
Pages (from-to)	3838-3855
Number of pages	18
Journal	International Journal of Human Resource Management
Volume	23
Issue number	18
DOIs	https://doi.org/10.1080/09585192.2012.665074
Publication status	Published - Oct 2012

Scopus Subject Areas

Strategy and Management
Organizational Behavior and Human Resource Management
Management of Technology and Innovation

User-Defined Keywords

environmental protection
manufacturing industry
organizational identity orientation
sustainable performance

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10.1080/09585192.2012.665074

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title = "Firms' human resource in information system and sustainable performance: Does their organizational identity matter?",

abstract = "Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.",

keywords = "environmental protection, manufacturing industry, organizational identity orientation, sustainable performance",

author = "Ji LI and Guiyao Tang and Yang Chen",

note = "Funding Information: The authors are grateful for financial support from a grant from the “project 211 (Phase III)” of Southwestern University of Finance and Economics.",

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AU - LI, Ji

AU - Tang, Guiyao

AU - Chen, Yang

N1 - Funding Information: The authors are grateful for financial support from a grant from the “project 211 (Phase III)” of Southwestern University of Finance and Economics.

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N2 - Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.

AB - Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.

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Firms' human resource in information system and sustainable performance: Does their organizational identity matter?

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