作　　者： (赵富强）; (杨淑媛）; (陈耘）; (张光磊）;

机构地区： 武汉理工大学管理学院

出　　处： 《中国人力资源开发》 2017年第9期81-96,共16页

摘　　要： 工作和家庭是个体生活的两个重要领域,两者的关系严重影响着员工绩效。正因如此,越来越多的企业开始关注和实施工作-家庭平衡型人力资源管理实践(Work-FamilyBalanced Human Resource Management Practice,WFB-HRM)。本研究基于资源保存理论,分析了WFB-HRM影响员工绩效的内部机制和边界条件。具体来讲,WFB-HRM不仅可以为员工提供更多的资源,而且还有利于员工将有限资源在工作和家庭之间灵活分配,从而提升工作繁荣与工作绩效。此外,真实型领导作为重要的支持情境,可推进WFB-HRM的实施效果。本研究通过对46家企业295个有效样本的纵向追踪发现:(1)WFB-HRM正向影响员工绩效;(2)工作繁荣在WFB-HRM与员工绩效之间起中介作用;(3)真实型领导正向调节了WFB-HRM对工作繁荣的影响,以及WFB-HRM与员工绩效之间经由工作繁荣的中介效应。 Work and family are two important fields in individual＇s life. The relationship between employees＇ work and family influences the employees＇ performance seriously. Therefore, more and more organizations begin to focus and implement WFB-HRM. Drawing on conservation of resource theory, the paper discussed the underlying mechanism and boundary condition of the relationship between WFB- HRM and employee performance. Specifically, the employees can not only acquire supportive resource from WFB-HRM, but also they can flexibly allocate them between the work and the family, and then improve their thriving at work and performance. What＇s more, the authentic leadership can accelerate the enforcement of WFB-HRM as the organizational supportive context. The paper conducted an empirical research via the vertical investigation of an available sample of 295 employees from 46 enterprises, and then got the following conclusions. Firstly, WFB-HRM has a positive effect on employee performance. Secondly, the thriving at work mediates the relationship between WFB-HRM and the employee performance. Thirdly, the authentic leadership moderated the relationship between WFB-HRM and the thriving at work and theimpact of WFB-HRM on the employee performance through the mediation of the thriving at work.

关 键 词： 工作 家庭平衡型人力资源管理实践 工作繁荣 真实型领导 员工绩效