How employee perceptions of HR policy and practice influence discretionary work effort and co-worker assistance: evidence from two organizations

被引：41

作者：

Frenkel, Stephen ^{[1
]}

Restubog, Simon Lloyd D. ^{[2
]}

Bednall, Tim ^{[1
]}

机构：

[1] Univ New S Wales, Sch Management, Australian Sch Business, Sydney, NSW, Australia

[2] Australian Natl Univ, Res Sch Management, Canberra, ACT, Australia

来源：

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2012年 / 23卷 / 20期

关键词：

co-worker assistance; discretionary work effort; human resource management practices; organizational identification; PSYCHOLOGICAL CONTRACT BREACH; HUMAN-RESOURCE PRACTICES; GROUP ENGAGEMENT MODEL; CITIZENSHIP BEHAVIOR; SOCIAL IDENTITY; PROCEDURAL JUSTICE; PERFORMANCE; SUPPORT; MANAGEMENT; IDENTIFICATION;

D O I：

10.1080/09585192.2012.667433

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

Drawing on social identity theory and organizational justice research, we model the impact of employee perceptions of human resource (HR) policies and practices on two important outcome variables - discretionary work effort (DWE) and co-worker assistance (CWA). Results based on 618 full-time employees in two organizations show that HR practices are positively related to procedural and distributive justice and that organizational identification mediates the relationship between procedural and distributive justice and DWE and CWA, respectively. Distributive justice is also shown to have direct effects on the two outcome variables suggesting the relevance of a social exchange perspective as a complement to social identity explanations. Implications for research and practice are briefly discussed.

引用

页码：4193 / 4210

页数：18