高承诺人力资源管理实践对亲组织非伦理行为的影响——组织支持感的中介作用与道德认同的调节作用

发布时间：2018-01-31 04:28

本文关键词： 高承诺人力资源管理实践亲组织非伦理行为不道德亲组织行为组织支持感道德认同　出处：《中国人力资源开发》2017年10期 　论文类型：期刊论文

【摘要】：以往研究表明,高承诺人力资源管理实践能够提高员工的亲组织行为。然而,近年来研究指出,员工的亲组织行为并非总是道德的,即可能出现亲组织非伦理行为。本研究基于社会交换理论和自我一致性理论,探讨了高承诺人力资源管理实践对员工亲组织非伦理行为的影响机理,尤其是关注了组织支持感的中介作用与道德认同的调节作用。采用211份企业员工的问卷调查数据,结果表明:(1)高承诺人力资源管理实践正向影响亲组织非伦理行为;(2)组织支持感在高承诺人力资源管理实践与亲组织非伦理行为之间起完全中介作用;(3)道德认同负向调节高承诺人力资源管理实践与亲组织非伦理行为之间的关系,但并未显著调节高承诺人力资源管理实践与亲组织非伦理行为之间经由组织支持感的间接效应。本研究丰富了高承诺人力资源管理实践与亲组织非伦理行为之间的中介机制和权变条件,同时对高承诺人力资源管理实践具有启示意义。
[Abstract]:Previous studies have shown that the practice of high-commitment human resources management can improve the pro-organizational behavior of employees. However, recent studies have pointed out that the pro-organizational behavior of employees is not always moral. Based on the theory of social exchange and self-consistency, this study explores the influence mechanism of high-commitment human resource management practice on non-ethical behavior of pro-organization of employees. In particular, it pays attention to the intermediary role of organizational support and the regulatory role of moral identity. 211 survey data of enterprise employees are used. The results show that the practice of human resource management with high commitment positively influences the non-ethical behavior of pro-organization. (2) the sense of organizational support plays a full intermediary role between human resource management practice of high commitment and non-ethical behavior of pro-organization; 3) negative regulation of moral identity between human resource management practice and non-ethical behavior of pro-organization. However, the indirect effect between high commitment human resource management practice and pro-organization non-ethical behavior through organizational support was not significantly adjusted. This study enriches the relationship between high commitment human resources management practice and pro-organization non-ethical behavior. The mediation mechanism and contingency conditions. At the same time, it has enlightening significance to the practice of high commitment human resource management.
【作者单位】：武汉理工大学;
【分类号】：F272.92
【正文快照】： 一、引言在经济结构转型升级的背景下,激烈的竞争使企业管理者不得不寻找有效的管理方法来激发员工的亲组织行为以提升企业竞争力。然而,亲组织行为可能会进一步发展成为非伦理或不道德行为。例如,近年来一些保险公司员工虚假宣传保险红利以提高保险产品销量;又如,一些员工

【相似文献】