中国情境下高绩效人力资源实践对工作幸福感的跨层影响

发布时间：2018-04-29 06:32

本文选题：控制型人力资源实践 + 承诺型人力资源实践　；参考：《管理评论》2017年07期

【摘要】：基于中国管理情境和工作特征视角,通过对湖南、广东两省50家企业50名人力资源经理及385名员工进行实证调研,采用多层结构方程模型,深入探讨和分析了组织实施的高绩效人力资源实践对员工工作幸福感的跨层影响以及工作要求-资源模型的中介作用。研究发现,组织实施的控制型人力资源实践与员工工作幸福感显著负相关;组织实施的承诺型人力资源实践与员工工作幸福显著正相关;挑战性工作要求、阻碍性工作要求、工作自主性、领导支持在组织实施的控制型人力资源实践与员工工作幸福感之间起中介作用;挑战性工作要求、工作自主性、领导支持在组织实施的承诺型人力资源实践与员工工作幸福感之间起中介作用。
[Abstract]:Based on the perspective of management situation and work characteristics in China, 50 human resource managers and 385 employees of 50 enterprises in Hunan and Guangdong provinces were investigated, and the multi-layer structure equation model was adopted. This paper probes into and analyzes the cross-layer influence of the high performance human resource practice implemented by the organization on the employee's job well being and the mediating effect of the job requisition-resource model. The study found that the controlling human resource practice implemented by the organization was negatively correlated with the employee's job well-being; the commitment human resource practice implemented by the organization was significantly positively correlated with the employee's job well-being; the challenging job requirement and the obstructive job requirement were significantly correlated with the organizational implementation; Job autonomy, leadership support plays an intermediary role between controlling human resource practice and employee job happiness, challenging job requirements, job autonomy, Leadership support acts as an intermediary between commitment-based human resource practices and job well-being.
【作者单位】：中山大学管理学院;中山大学粤港澳发展研究院港澳珠江三角洲研究中心;
【基金】：教育部人文社会科学重点研究基地重大项目(11JJD810010) 广东省打造“理论粤军”重大资助项目(LLYJ1306)
【分类号】：F272.92

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