高绩效人力资源实践与情感承诺:个人与组织匹配和个人与工作匹配的调节效应

发布时间：2018-04-22 17:14

本文选题：高绩效人力资源实践 + 情感承诺　；参考：《商业研究》2017年04期

【摘要】：针对现有关于高绩效人力资源实践对情感承诺影响的研究结论相互冲突的现状,基于资源保存理论(Conservation of Resources theory,COR)的两个螺旋效应——增值螺旋(Gain Spiral)与丧失螺旋(Loss Spiral),本文通过提供一个研究整合的框架分析高绩效人力资源实践对员工情感承诺的影响机制与边界条件。实证结果显示:高绩效人力资源实践对情感承诺的影响是非线性的,呈现倒U形关系,个人价值观与组织匹配在高绩效人力资源实践与员工情感承诺的关系中起调节作用,个人能力与工作匹配在高绩效人力资源实践与员工情感承诺的关系中起调节作用。本文通过实证研究揭示了高绩效人力资源实践与情感承诺之间存在复杂的非线性关系,为现有研究贡献了新的知识。
[Abstract]:In view of the current situation of conflicting findings on the impact of high performance human resources practices on emotional commitment, Based on the conservation of resource conservation theory, the two spiral effects of value added spiral gain and loss spiral loss, this paper analyzes the effect of high performance human resource practice on employee affective commitment by providing a framework for research integration. Mechanism and boundary conditions. The empirical results show that the effect of high performance human resource practice on emotional commitment is nonlinear, and the relationship between personal values and organizational matching plays a regulatory role in the relationship between high performance human resources practice and employee emotional commitment. Personal competence and job matching play an important role in the relationship between high performance human resource practice and employee affective commitment. This paper reveals the complex nonlinear relationship between high performance human resource practice and affective commitment through empirical research and contributes new knowledge to the existing research.
【作者单位】：深圳大学管理学院;
【基金】：国家自然基金项目,项目编号:71372184 教育部人文社会科学研究规划基金项目“高绩效工作系统、工作超负荷与员工健康的跨层次追踪研究”,项目编号:15YJA630056
【分类号】：F272.92

【相似文献】