高承诺人力资源实践与员工敬业度的关系：组织支持感和心理资本的作用研究

发布时间：2018-06-06 19:10

本文选题：高承诺人力资源实践 + 组织支持感　；参考：《华东交通大学》2017年硕士论文

【摘要】：在政府提出“大众创业,万众创新”的新时代发展背景下,国内开始兴起创新创业风潮,大量社会资源开始涌向新兴企业,在“中国创造”的指引下,各行各业开始寻求企业转型,因此获取人力资源优势成为当前竞争的主旋律。无论是在人才竞争还是在人才保留和培养上,人力资源管理的作用都呼之欲出,企业人力资源实践更是成为管理的引擎,推动企业迅速发展。面对激烈的竞争环境,企业管理者选择适合自身发展并顺应劳动力市场的人力资源实践尤为关键。作为人力资源管理结果的主要目标之一,员工敬业度水平已经成为国外学术界研究的重要课题。根据学者研究发现,人力资源实践与员工敬业度存在一定的相关关系,但至今国内仍很少有学者研究高承诺人力资源实践系统与员工敬业度之间存在的影响机制。本文基于社会交换理论和信息传导理论,研究系统性的高承诺人力资源实践体系与员工敬业度之间的关系,并将组织支持感和心理资本分别作为中介变量和调节变量同时引入影响模型,将组织层面的高承诺人力资源实践与员工层面的员工敬业度联系起来。本文在对高承诺人力资源实践、组织支持感、心理资本和员工敬业度进行文献回顾和归纳的基础上,采用国内外成熟测量量表进行问卷设计与调查,收集了来自各行各业的503份问卷,其中有效问卷为481份,问卷有效率为95%。根据收集到的有效数据,运用社会科学研究的SPSS统计软件进行问卷的信度分析、效度分析、相关分析和回归分析,并运用三部中介检验原理对中介效应和调节效应进行验证,最终得出结论:(1)高承诺人力资源实践对员工敬业度具有显著的正相关作用;(2)组织支持感在高承诺人力资源实践对员工敬业度的影响中起到部分中介作用;(3)心理资本在高承诺人力资源实践对员工敬业度的影响中起到正向的调节作用。本研究验证了对高承诺人力资源实践系统与员工敬业度关系的假设,并深入剖析了其内在作用机制,不仅丰富人力资源实践与员工敬业度之间的研究,也拓展了组织支持感和心理资本的研究内容。同时基于社会交换理论和信息传导理论的基础研究员工敬业度,为现代企业构建高员工敬业度的人力资源实践体系提供了理论指导和实践方向。
[Abstract]:Under the background of the government's new era of "mass entrepreneurship, mass innovation", a wave of innovation and entrepreneurship began to emerge in China, and a large number of social resources began to pour into new enterprises, under the guidance of "Chinese creation". All walks of life begin to seek the enterprise transformation, therefore obtains the human resources superiority to become the current competition main melody. Both in talent competition and in talent retention and training, the role of human resources management is eager, the enterprise human resource practice has become the engine of management, promoting the rapid development of enterprises. In the face of fierce competition environment, it is very important for enterprise managers to choose the human resource practice which is suitable for their own development and conforms to the labor market. As one of the main objectives of human resource management, employee engagement has become an important topic in foreign academic circles. According to the research of scholars, there is a certain correlation between human resource practice and employee engagement, but so far, few scholars have studied the influence mechanism between high commitment human resource practice system and employee engagement. Based on social exchange theory and information transmission theory, this paper studies the relationship between systematic high commitment human resource practice system and employee engagement. Organizational support and psychological capital as intermediary variables and adjustment variables are introduced into the impact model to link the high commitment human resource practice at the organizational level with employee engagement at the employee level. Based on the literature review and induction of high commitment human resource practice, organizational support, psychological capital and employee engagement, the questionnaire was designed and investigated with the maturity measurement scale at home and abroad. A total of 503 questionnaires from all walks of life were collected, of which 481 were valid and the effective rate was 95. According to the effective data collected, the reliability analysis, validity analysis, correlation analysis and regression analysis of the questionnaire were carried out with SPSS statistical software of social science research. It is concluded that: 1) High commitment Human Resource practice has a significant positive correlation with employee engagement. 2) organizational support plays an intermediary role in the influence of High commitment Human Resource practice on employee engagement. This paper plays a positive role in regulating the effect of high commitment human resource practice on employee engagement. This study verifies the hypothesis of the relationship between high commitment human resource practice system and employee engagement, and deeply analyzes its internal mechanism, which not only enriches the research between human resource practice and employee engagement. It also expands the research content of the sense of organizational support and psychological capital. At the same time, based on social exchange theory and information transmission theory, employee engagement is studied, which provides theoretical guidance and practical direction for modern enterprises to build a high employee engagement human resource practice system.
【学位授予单位】：华东交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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