Human resource managers' role consistency and HR performance indicators: The moderating effect of interpersonal trust in Taiwan

Huo-Tsan Chang, Nai Wen Chi

Research output: Contribution to journalArticle

18 Citations (Scopus)

Abstract

This study explores the consistency between human resource (HR) managers' roles and HR performance indicators. In particular it considers the moderating effects of interpersonal trust on the relationship between HR managers' roles and HR performance indicators. We selected 116 HR managers from the top 500 manufacturing companies in Taiwan as our sample, and hierarchical regression analysis was conducted to test our hypotheses. The results showed that the HR managers' roles were consistent with HR performance indicators. Also, a high level of affective trust weakened the positive relationship between HR manager roles and HR performance indicators. Thus we suggested that Chinese companies should design HR performance indicators according to the roles HR managers play. Additionally, when HR managers are playing the role of a strategic partner or change agent, top executives should avoid high affective trust with HR managers.

Original languageEnglish
Pages (from-to)665-683
Number of pages19
JournalInternational Journal of Human Resource Management
Volume18
Issue number4
DOIs
Publication statusPublished - 2007 Apr 1

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Managers
Personnel
Human resources
Taiwan
Moderating effect
Performance indicators
Interpersonal trust
Regression analysis
Industry

All Science Journal Classification (ASJC) codes

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

Cite this

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