高绩效人力资源实践有助于组织认同?——一个被中介的调节作用模型

被引:56
作者
李燚
魏峰
机构
[1] 上海大学管理学院
关键词
高绩效人力资源实践; 互动公正; 心理契约破裂; 组织认同;
D O I
10.19744/j.cnki.11-1235/f.2011.02.011
中图分类号
F272.92 [人事管理];
学科分类号
1201 ;
摘要
本研究对42家企业的人力资源负责人与其402名员工的配对数据进行多层数据分析,对高绩效人力资源实践、心理契约破裂和互动公正影响组织认同的被中介的调节作用模型进行了检验。结果发现:人力资源实践中的内部流动和激励性薪酬对组织认同产生正向显著影响,人员甄选和广泛培训对组织认同产生显著的负面影响;互动公正对内部流动或激励性薪酬与组织认同的关系有调节作用,即在互动公正较低的组织中,内部流动或激励性薪酬对组织认同的影响作用较互动公正高的组织强;互动公正对内部流动或激励性薪酬与组织认同关系的调节效应以心理契约破裂为完全中介。
引用
收藏
页码:109 / 117
页数:9
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