集体主义人力资源管理与员工积极互惠:组织中认同的多重中介效应

发布时间：2018-07-12 11:42

本文选题：集体主义人力资源管理 + 积极互惠　；参考：《江西财经大学学报》2017年03期

【摘要】：通过研究东方情境下集体主义人力资源管理对员工积极互惠的影响,并检验了组织认同、关系认同在其中的多重中介效应,发现了平行二阶段中介路径。实证(N=373)结果显示,集体主义人力资源管理对员工积极互惠具有显著正关系,Boot st rap分析、Sobel检验表明组织认同与关系认同分别产生部分中介,且组织认同效应较强。通过比较平行路径效应与二阶段中介路径,对多重中介效应进行探究发现,中介效应为"集体主义人力资源管理→组织认同→积极互惠"以及"集体主义人力资源管理→关系认同→组织认同→积极互惠"共同作用的平行二阶段中介路径,共同解释了85%的效应。这些研究结论对于东方情境下的行为经济学研究,尤其是组织中认同作用的精细化研究有着重要的启示与价值。
[Abstract]:By studying the influence of collectivist human resource management on employees' positive reciprocity in the oriental context, and testing the multi-mediation effect of organizational identity and relational identity, the parallel two-stage mediation path is found. The empirical results show that collectivist human resource management has a significant positive relationship to employees' positive reciprocity. Boot st rap analysis shows that organizational identity and relationship identity produce some mediations, and the effect of organizational identity is stronger. By comparing the parallel path effect with the two-stage mediation path, we find out the multi-mediation effect. The intermediary effect is the parallel two-stage intermediary path of "collectivist human resources management" and "collectivist human resources management". The 85% effect is explained together. These conclusions have important implications and values for the study of behavioral economics in the oriental context, especially for the refinement of the role of identity in organizations.
【作者单位】：北京大学政府管理学院/人力资源开发与管理研究中心;
【基金】：国家留学生基金委留学基金项目(201606010206) 教育部人文社会科学重点研究基地重大项目(51910209-092) 北京大学博士研究生校长奖学金(1501111109)
【分类号】：F272.92

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