|
|
Modern Management 2024
承诺型人力资源配置与灵活雇佣身份员工幸福感的作用机制——基于工作场所包容感的中介作用
|
Abstract:
灵活雇佣身份员工的产生优化了传统单一的雇佣模式，在社会经济发展中发挥着越来越重要的作用。本研究构建了承诺型人力资源配置、工作场所包容感和灵活雇佣身份员工幸福感的理论模型，采用多元线性回归方法，利用来自不同企业的199份有效数据样本，探究了承诺型人力资源配置对灵活雇佣身份员工幸福感的影响，以及工作场所包容感对此关系的中介作用。结果表明，承诺型人力资源配置对灵活雇佣身份员工幸福感有显著正向影响；工作场所包容感对灵活雇佣身份员工幸福感有显著正向影响；工作场所包容感在承诺型人力资源配置对灵活雇佣身份员工幸福感的影响中起部分中介作用。
The emergence of flexible employment status employees optimizes the traditional single employment mode and plays an increasingly important role in social and economic development. This study constructed a theoretical model of committed human resource allocation, workplace inclusion and well-being of employees with flexible employment status. Using multiple linear regression method and 199 valid data samples from different enterprises, this study explored the impact of committed human resource allocation on well-being of employees with flexible employment status and the mediating role of workplace inclusion in this relationship. The results show that commitment human resource allocation has a significant positive effect on the well-being of employees with flexible employment status. Workplace inclusion has a significant positive impact on the well-being of employees with flexible employment status. Workplace inclusion plays a partial mediating role in the influence of committed human resource allocation on the well-being of employees with flexible employment status.
| [1] | 尹小金, 姜玉波, 李俊. 高承诺人力资源管理对员工工作幸福感的影响研究——基于社会交换理论的视角[J]. 中国劳动, 2019(1): 59-68. |
| [2] | Guest, D.E. (2017) Human Resource Management and Employee Well-Being: Towards a New Analytic Framework. Human Resource Management Journal, 27, 22-38. https://doi.org/10.1111/1748-8583.12139 |
| [3] | 李秀凤, 郑淑伟. 高承诺工作系统对员工和组织的影响及其理论基础[J]. 中国人力资源开发, 2018, 35(6): 132-143. |
| [4] | 李燕萍, 刘宗华. 高承诺人力资源管理实践对知识分享的影响机制[J]. 南京大学学报(哲学·人文科学·社会科学), 2015, 52(4): 140-149. |
| [5] | 何洁, 丁宁宁, 王冬冬. 承诺型人力资源管理实践对员工敬业度的影响: 自我决定与社会交换的整合视角[J]. 中国人力资源开发, 2015(13): 58-63. |
| [6] | 林丛丛, 李秀凤. 承诺型人力资源管理实践与团队创新: 一个跨层次研究模型[J]. 科学学与科学技术管理, 2019, 40(5): 150-164. |
| [7] | 胡斌, 毛艳华. 中国情境下高绩效人力资源实践对工作幸福感的跨层影响[J]. 管理评论, 2017, 29(7): 163-173. |
| [8] | Chidiebere, O., Kevin, D., Sara, C., et al. (2017) Integrated and Iso-lated Impact of High-Performance Work Practices on Employee Health and Well-Being: A Comparative Study. Journal of Occupational Health Psychology, 22, 98-114.
https://doi.org/10.1037/ocp0000027 |
| [9] | Jansen, W.S., Otten, S., Van Der Zee, K.I., et al. (2014) Inclusion: Con-ceptualization and Measurement. European Journal of Social Psychology, 44, 370-385. https://doi.org/10.1002/ejsp.2011 |
| [10] | Jaiswal, A. and Dyaram, L. (2019) Perceived Diversity and Employee Well-Being: Mediating Role of Inclusion. Personnel Review, 49, 1121-1139. https://doi.org/10.1108/PR-12-2018-0511 |
| [11] | Tajfel, H., Billig, M.G., Bundy, R.P. and Flament, C. (1971) Social Categorization and Intergroup Behaviour. European Journal of Social Psychology, 1, 149-178. https://doi.org/10.1002/ejsp.2420010202 |
| [12] | Lepak, D.P. and Snell, S.A. (2002) Examining the Human Resource Architecture: The Relationships among Human Capital, Employment, and Human Resource Configurations. Journal of Management, 28, 517-543.
https://doi.org/10.1177/014920630202800403 |
| [13] | 宋培林, 林亚清. 被感知承诺型人力资源管理、组织信任和员工个人绩效关系的实证分析[J]. 管理学家(学术版), 2010(9): 25-39. |
| [14] | Li, X. and Lin, C. (2020) The Influence of High-Commitment Work System on Work Well-Being: The Mediating Role of Psychological Empowerment and the Moderating Role of Leader Trust. Personnel Review, 50, 1128-1147.
https://doi.org/10.1108/PR-01-2020-0034 |
| [15] | Nam, J. and Lee, H. (2018) High Commitment Human Resource Practices and Employee Behavior: A Multi-Level Analysis. International Journal of Manpower, 39, 674-686. https://doi.org/10.1108/IJM-09-2016-0171 |
| [16] | McCune Stein, A. and Ai Min, Y. (2019) The Dynamic Interaction Between High-Commitment HRM and Servant Leadership: A Social Exchange Perspective. Management Research Re-view, 42, 1169-1186.
https://doi.org/10.1108/MRR-02-2018-0083 |
| [17] | 闫佳祺, 贾建锋, 赵若男, 等. 高承诺型人力资源管理实践对突破式创新的影响[J]. 东北大学学报(自然科学版), 2022, 43(8): 1209-1216. |
| [18] | 邹琼, 佐斌, 代涛涛. 工作幸福感: 概念、测量水平与因果模型[J]. 心理科学进展, 2015(4): 669-678. |
| [19] | Zheng, X., Zhu, W., Zhao, H. and Zhang, C. (2015) Employee Well-Being in Organizations: Theoretical Model, Scale Development, and Cross-Cultural Validation. Journal of Organizational Behavior, 36, 621-644.
https://doi.org/10.1002/job.1990 |
| [20] | Karapinar, P.B., Camgoz, S.M. and Ekmekci, O.T. (2020) Employee Well-being, Workaholism, Work-Family Conflict and Instrumental Spousal Support: A Moderated Mediation Model. Journal of Happiness Studies, 21, 2451-2471.
https://doi.org/10.1007/s10902-019-00191-x |
| [21] | Cai, D., Cai, Y., Sun, Y., Xu, R. and Feng, B. (2020) Lead-er-Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader-Member Ex-change. Applied Psychology: An International Review, 70, 1492-1511.
https://doi.org/10.1111/apps.12286 |
| [22] | 陈驰茵, 李晓萱, 张凯丽, 等. 非正式员工研究进展与述评[J]. 管理学报, 2022, 19(3): 463-474. |
| [23] | Iverson, R.D. and Zatzick, C.D. (2007) High-Commitment Work Practices and Downsizing Harshness in Australian Workplaces. Industrial Relations: A Journal of Economy and Society, 46, 456-480.
https://doi.org/10.1111/j.1468-232X.2007.00477.x |
| [24] | Shore, L.M., Randel, A.E., Chung, B.G., Dean, M.A., Holcombe, E.K. and Singh, G. (2011) Inclusion and Diversity in Work Groups: A Review and Model for Future Re-search. Journal of Management, 37, 1262-1289.
https://doi.org/10.1177/0149206310385943 |
| [25] | Wood, A.M., Linley, P.A., Maltby, J., Baliousis, M. and Joseph, S. (2008) The Authentic Personality: A Theoretical and Empirical Conceptualization and the Development of the Authen-ticity Scale. Journal of Counseling Psychology, 55, 385-399. https://doi.org/10.1037/0022-0167.55.3.385 |
| [26] | 景保峰, 周霞. 包容研究前沿述评与展望[J]. 外国经济与管理, 2017, 39(12): 3-22. |
| [27] | 曹曼, 席猛, 赵曙明. 高绩效工作系统对员工幸福感的影响——基于自我决定理论的跨层次模型[J]. 南开管理评论, 2019, 22(2): 176-185. |
| [28] | 陈建安, 陈明艳, 金晶. 支持性人力资源管理与员工工作幸福感——基于中介机制的实证研究[J]. 外国经济与管理, 2018, 40(1): 79-92. |
| [29] | Choi, S.B., Tran, T.B.H. and Kang, S.W. (2017) Inclusive Leadership and Employee Well-Being: The Mediating Role of Person-Job Fit. Journal of Happiness Studies, 18, 1877-1901. https://doi.org/10.1007/s10902-016-9801-6 |
| [30] | 杜旌, 李难难, 龙立荣. 基于自我效能中介作用的高绩效工作系统与员工幸福感研究[J]. 管理学报, 2014, 11(2): 215-221+243. |
