作　　者： (郭晟豪）; (萧鸣政）;

机构地区： 北京大学政府管理学院,北京100871 北京大学人力资源开发与管理研究中心,北京100871

出　　处： 《外国经济与管理》 2017年第8期40-55,共16页

摘　　要： 本研究主要探讨了中国管理实践下的东方集体主义人力资源管理对员工怠惰行为的影响,通过系数乘积法验证了被调节的中介效应。实证发现:集体主义人力资源管理能够提升员工的归属感,使员工感到自己是组织的"自己人",而"自己人"感知能否使员工在工作中减少怠惰行为,则受到道德因素的调节。对于道德认同处于高水平(高于4.693,6分制)的员工,归属感可以控制怠惰行为,且道德认同越高,控制效果越强;但是对于道德认同处于低水平(低于2.240,6分制)的员工,归属感将带来负作用,即促进怠惰行为,且道德认同越低,促进效果越强,并且总体上产生负作用时的影响程度比产生正作用时要大。因此,虽然集体主义人力资源管理可以提升员工的归属感,但要想控制员工的怠惰行为,就必须同时提升员工的道德认同,否则会适得其反。本研究分析了情境管理实践对员工行为的作用机制,并为调节效应的精细化分析提供了参考。 This paper mainly discusses the effect of collectivism-oriented human resource management on employees＇ withdrawal behavior in the context of Chinese management practice, and confirms the moderated mediation effect though coefficient product method. The empirical results reveal collectivism-oriented human resources management can improve employees＇ sense of belonging, making employees perceive themselves to be people on organizations＇ own side, but the reduction of perceived being people on organizations＇ own side in employees＇ withdrawal behavior is moderated by the level of moral identification. For employees with higher moral identification（higher than 4.693, 6 points）, the sense of perceived insider status can control the withdrawal behavior, and the higher the moral identification is, the stronger the effect will be; but for those employees whose moral identification is lower（less than 2.240, 6 points）, the sense of perceived insider status will have a negative effect, that is, to promote withdrawal behavior, and the lower the moral identification is, the stronger the effect will be. Plus, the degree of negative effect is stronger than that of positive effect. Therefore, although the collectivism-oriented human resource management can improve the employees＇ sense of belonging, but to control employees＇ withdrawal behavior, one must also enhance the moral identification, otherwise it will be counterproductive. This paper studies the effect of management practice in specific situation on employees＇ behavior and has a delicacy analysis on moderation effect.

关 键 词： 集体主义人力资源管理 内部人身份 道德认同 怠惰行为