2019年5月1日 · The ability, motivation, and opportunity (AMO) model is a business model that human resources professionals use to describe the complex relationship...

2020年3月12日 · Drawing on the AMO model, our study constructs an integrative model to analyze the contribution of employees’ abilities, motivation and opportunities (employee AMO) to participate in the relationship between HRM and employee performance.

2016年9月22日 · The AMO framework proposes that individuals perform [here, collaborate] well when they have the ability (A), the motivation (M) and the opportunity (O) to perform (Beltr an-Mart ın and...

AMO模型是高绩效工作系统的一种模型，针对组织绩效的影响因素进行分析和研究的模型，其核心观点是：绩效与三项因素密切相关，分别是员工能力(employee ability)、动机(motivation)和参与机会(opportunity to participate)。

Based on the analysis of 104 quantitative HRM articles published between 1997 and 2022, this study helps to draw clearer distinctions among AMO variables and levels of analysis.

2019年8月1日 · However, the growing popularity of the ability, motivation, and opportunity (AMO) model in strategic human resource management research suggests there is a need for more micro-level analyses on employees’ experiences of HR practices and how these shape behaviors and performance.

2024年7月30日 · Purpose-This paper analyzes the impact of the perceived ability motivation opportunity (AMO) framework on talent retention via employee engagement, which act as a mediator. Moreover, the study...

研究基于400余家科创企业,从能力-动机-机会 (AMO)的横向维度与企业生命周期的纵向维度探究了战略人力资源管理对组织绩效的影响机制。 结果显示:初创期科创企业战略人力资源管理通过双元学习能力与人力资本的连续中介作用影响组织绩效,而发展期与成熟期科创企业则仅通过双元学习能力的中介作用影响组织绩效。 研究在资源-能力整合框架下厘清了不同发展阶段AMO战略人力资源管理对组织绩效的差异化影响机制,为企业合理配置人力资源提供启示。

The AMO model is used as a conceptual framework to map and examine the antecedents of public managers’ people management. Under the Ability category of the AMO model, the focus is on managers’ people management abilities and management development.

AMO theory is one of the most popular theories that can help in understanding the relationship between HPWS and employee behavioural outcomes in the organisation (Appelbaum et al., 2001). The model describes that managers can enhance employee performance by positively