员工感知的企业社会责任、情感承诺与组织公民行为的关系——承诺型人力资源实践的跨层调节作用

发布时间：2018-01-14 10:38

本文关键词：员工感知的企业社会责任、情感承诺与组织公民行为的关系——承诺型人力资源实践的跨层调节作用　出处：《管理评论》2015年10期 　论文类型：期刊论文

【摘要】：本文基于32家中小企业592名员工的调查问卷,运用多层线性模型对跨层数据进行统计分析,考察了员工感知的企业社会责任对组织公民行为的影响机制,情感承诺的中介作用以及承诺型人力资源管理实践的跨层调节作用。研究发现:(1)员工感知的企业社会责任通过提升员工的情感承诺,进而正向影响员工的组织公民行为。(2)承诺型人力资源管理实践虽然对情感承诺有直接显著正向影响,但在企业社会责任与情感承诺的关系中有负向的跨层调节效应,即承诺型人力资源管理实践水平越高,员工感知的企业社会责任与情感承诺的相关关系越不明显。上述研究结论不仅丰富了企业社会责任的理论研究,而且为企业的人力资源管理实践提供了有益的实践启示。
[Abstract]:Based on the questionnaire of 592 employees in 32 small and medium-sized enterprises, this paper makes a statistical analysis of the cross-layer data by using the multi-layer linear model, and investigates the influence mechanism of employees' perceived corporate social responsibility on organizational citizenship behavior. The intermediary role of emotional commitment and the cross-layer adjustment of commitment human resource management practice. The study found that: 1) employee perceived corporate social responsibility through the promotion of emotional commitment of employees. Furthermore, the organizational citizenship behavior (OCB) and the commitment human resource management (HRM) practice have a direct and significant positive impact on affective commitment. However, in the relationship between corporate social responsibility and emotional commitment, there is a negative cross-layer adjustment effect, that is, the higher the practical level of commitment human resources management. The relationship between employee perceived corporate social responsibility and emotional commitment is less obvious. The above conclusions not only enrich the theoretical research of corporate social responsibility. And for the enterprise human resources management practice to provide useful practical enlightenment.
【作者单位】：上海交通大学安泰经济与管理学院;
【基金】：国家自然科学基金项目(71172125)
【分类号】：F272.92
【正文快照】： 问题的提出组织公民行为(Organizational Citizenship Behavior,OCB)是组织运行的“润滑剂”[1],是促进组织有效运行和提高组织竞争力的重要保证[2]。以往研究发现,除了个体特征、任务特征和领导行为是组织公民行为的前因变量,员工对组织特征的感知也是激发其组织公民行为的重

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