作 者: ;
机构地区: 广东财经大学
出 处: 《商业经济与管理》 2017年第7期45-52,共8页
摘 要: 仁慈是中国企业本土化人力资源管理实践的重要特征之一。文章基于类亲情交换关系视角,以41家企业及其986名员工为样本,探讨了仁慈导向人力资源实践对员工角色内行为及角色外行为的影响。研究结果表明,仁慈导向人力资源实践能够激发员工的泛家族认知,使其与企业形成类亲情交换关系,达成员工与组织交融为一体的关系状态;其次,仁慈导向人力资源实践能够通过类亲情交换关系的建立,促进员工的角色内行为及角色外行为。这一研究结果表明,本土化人力资源实践是一种具有自身基本价值命题和求证方式的管理实践。 Benevolence is one of the most salient characteristics of indigenous HRM in China. From the perspective of the familylike employee organization relationship,this research explores the effects of benevolence-oriented HR practice on in-role behaviors and extra-role behaviors by using a sample of 41 firms and 986 employees. Results suggest that benevolence-oriented HR practice is positively associated with in-role behaviors and extra-role behaviors. In addition,family-like employee organization relationship mediates the relationship between benevolence-oriented HR practice and in-role behaviors,and benevolence-oriented HR practice and extra-role behaviors. This research concludes that localized HR practice is an administrative practice with basic value proposition and verification method.
关 键 词: 仁慈 人力资源管理 类亲情交换关系 角色内行为 角色外行为
领 域: []