Institutional isomorphism at the regional level: a multilevel analysis with training, work engagement and community workers' job search
Guanghuai Zheng, Tiantian Liu, Jingxuan Yi, Yean WangPurpose
A vast body of research focuses on ways to ensure human resource management (HRM)'s effectiveness in improving labor relations and retaining human capital. HRM research has now moved beyond simple rationalism, as scholars increasingly emphasize the impact of institutional isomorphism on HRM practices based on neoinstitutionalism. However, few empirical studies have examined institutional isomorphism as a moderator to explore its impact on the internal mechanisms of HRM. Thus, this study explores the inhibitory effect of training on job search and introduces work engagement as a mediator to explore the potential psychological mechanisms based on person–job (P-J) fit theory. This study integrates P-J fit theory and neoinstitutionalism to develop a multilevel model containing regional, organizational and individual levels of institutional isomorphism, training, job search and work engagement.
Design/methodology/approach
The data were taken from a national survey of social work agencies in China. We conducted a multilevel regression analysis of 215 social work agencies and 2,971 community workers in 41 regions.
Findings
The findings confirmed that training can reduce job search, and work engagement can play a mediating role. Mimetic isomorphism and normative isomorphism can strengthen the inhibitory effect of training on job search, while coercive isomorphism weakens it.
Originality/value
This study shows that institutional isomorphism moderates the internal mechanisms through which HRM practices achieve rational objectives. It provides a comprehensive framework for understanding HRM that integrates rationalism and institutionalism.