个性化人力资源管理实践对员工创新绩效的影响:组织公民行为的中介效应

发布时间：2018-05-29 13:23

本文选题：个性化HRM实践 + 组织公民行为　；参考：《领导科学》2017年26期

【摘要】：个性化HRM实践是指在组织战略的指引下,围绕人力资源个体或某一群体的个性差异和需求特点,在招聘选拔、培训开发、绩效考核、薪酬福利与雇佣安排等方面制定的具有个性化特征的管理方案。为探索个性化HRM实践对员工创新绩效的影响,以及组织公民行为在二者关系中的作用,运用194名基层管理者问卷调查数据的结构方程模型分析结果显示:个性化HRM实践的个性化考核和个性化工作安排因子对员工的创新绩效有显著的正向影响,而个性化培训、个性化招聘和个性化工作设计因子则通过组织公民行为的完全中介作用影响创新绩效。这一结论表明个性化HRM实践能够给予员工工作自主性,增强其对组织的认同,并促进创新绩效的提升。
[Abstract]:Under the guidance of organizational strategy, individualized HRM practice refers to recruitment and selection, training and development, and performance appraisal around the personality differences and demand characteristics of individual or a certain group of human resources. Salary, welfare and employment arrangements and other aspects of the development of personalized management scheme. In order to explore the impact of individualized HRM practice on employee innovation performance and the role of organizational citizenship behavior in the relationship between them, The results of the structural equation model analysis based on the questionnaire data of 194 grass-roots managers show that the individualized HRM practice and the personalized work arrangement factors have a significant positive impact on the employees' innovation performance, while the individualized training has a significant positive impact on the employees' innovation performance. Individualized recruitment and individualized job design factors affect innovation performance through the complete intermediary role of organizational citizenship behavior. This conclusion shows that the individualized HRM practice can give employees job autonomy, enhance their recognition of the organization, and promote the improvement of innovation performance.
【作者单位】：郑州大学商学院;
【基金】：国家自然科学基金(NSFC)-河南人才培养联合基金项目“因人而异还是一视同仁?中国情境下个性化人力资源管理实践的理论模型及其有效性检验”(项目批准号:U1404704) 河南省高等学校青年骨干教师资助计划“个性化人力资源管理实践对员工工作绩效的影响机制研究”(项目批准号:2015GGJS-165) 河南省高校科技创新人才支持计划(人文社科类)(项目编号:2017-cxrc-026)
【分类号】：F272.92

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