Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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高绩效工作系统和组织弹性流程：全球危机期间的公司案例。


由于连续的全球危机（例如，COVID-19 大流行、多场地区战争），人们对理解和促进组织弹性的兴趣日益浓厚。关于人力资源管理 （HRM） 系统如何培养组织弹性，人们知之甚少。本研究考察了 COVID-19 大流行期间高绩效工作系统在组织弹性过程中的作用。我们专注于弹性过程的两个特性：震动阶段的稳定性和周转阶段的灵活性。我们使用 COVID-19 大流行期间 268 家韩国公司的季度销售数据来检验我们的假设。我们的研究结果表明，高性能工作系统通过增加信任氛围来降低震动阶段损失的严重程度（即，它保持稳定），并通过增加创新氛围来增强周转阶段的恢复规模（即，它提高了灵活性）。我们推进了对人力资源管理、组织弹性和危机管理的研究，展示了人力资源管理系统如何培养弹性过程的两个基本属性，以便在危机发生后随着时间的推移而有效展开。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。