Thực tiễn quản trị nguồn nhân lực và hiệu quả công việc: phân tích dựa trên mô hình AMO

The effectiveness of human resource management practices (HRMP) is crucial for enhancing job performance (JP) in organizations. Despite growing interest, there remains a research gap in systematically evaluating the precise links between various HRMP and employee-level JP, particularly within specific national and professional contexts. This study addresses this by applying the Ability-Motivation-Opportunity (AMO) theory framework to investigate how HRMP, encompassing aspects of ability, motivation, and opportunity, collectively influence job performance among employees. Understanding these relationships is vital for developing targeted HR strategies that foster a high-performing workforce.

Academic researchers and HR practitioners in human resource management, particularly within educational institutions.

This study rigorously investigates the intricate relationship between human resource management practices (HRMP) and job performance (JP) at the employee level, utilizing the Ability-Motivation-Opportunity (AMO) theory as its conceptual framework. Acknowledging a significant gap in systematically evaluating these links, the research specifically examines how elements of ability, motivation, and opportunity, as fostered by HRMP, contribute to enhanced job performance. Employing a mixed-methods approach, the study initially utilized focus groups to refine measurement scales for the Vietnamese context, followed by Structural Equation Modeling (SEM) analysis to test the proposed hypotheses with data collected from 431 university lecturers. The findings reveal that all hypothesized relationships are statistically significant, confirming the profound impact of specific HRMP on JP. Specifically, the study demonstrates that training and development initiatives, rewards systems, and fostering autonomy at work directly influence job performance. Furthermore, rewards were found to also significantly impact training and development, highlighting a reinforcing loop within effective HR systems. These results provide critical managerial implications for promoting job performance by strategically influencing employee ability through training, boosting motivation via a positive work environment, and creating opportunities through encouraging autonomy. This research offers valuable insights for HR practitioners and policymakers in optimizing HR strategies to cultivate a more capable, engaged, and empowered workforce, particularly within educational settings.