转型升级背景下制造业人资管理实践与情感承诺:基于易学阴阳和谐视角

Human Resource Management Practices and Affective Commitment Under the Transformation of China’s Manufacturing: A Yin-Yang Harmony Perspective

中国制造业创新与转型的基础是劳动力升级,与人资管理实践息息相关,但过去结合中国文化与人力资本视角分析相关议题的研究较少。鉴于此,本文基于易学阴阳和谐理论,探讨在转型升级背景下,我国制造业人资管理实践与员工情感承诺间的作用机制。研究团队调研了阿迪达斯7家中国区一线代工厂,对收集到的1 920组数据进行统计分析。结果发现,四项人资管理实践均对情感承诺有显著的正向影响,绩效考核影响最大,其次分别是公司培训、薪酬与福利管理,招聘与甄选影响最小;年龄能显著调节绩效考核对情感承诺的影响;绩效考核和薪酬与福利管理的交互作用,以及公司培训和招聘与甄选的交互作用,都会显著且正向地影响情感承诺。本文的主要理论贡献在于融合易学哲学思维与西方理论,探索特定背景下人资管理实践对职工情感承诺的影响,有助于进一步建构本土化、深度情境化的中国管理理论。此外,面对经济新常态的挑战,本研究可为所有在华制造业管理者的人力资本战略制定提供有价值的实证依据,具有一定的实践意义。

The foundation of China’s manufacturing innovation and transformation is the upgrading of workforce, which is greatly related to human resource management(HRM) practices. However, there has been a dearth of studies incorporating the views of Chinese culture and human capital to address relevant issues. Hence, this paper based on the Yin-Yang harmony perspective explores the effects of HRM practices on affective commitment(AC) during the transformation of Chinese manufacturing. Our research team investigates seven first-tier original equipment manufacturers(OEM) of Adidas Group in China, and then analyzes the data from 1,920 participants. Our results indicate that four HRM practices have significantly positive influence on AC(the sequence as per the weight of each factor is: performance appraisal, training, wage and welfare management, recruiting and selection). Moreover, the variable of age moderates the relationship between performance appraisal and AC, while the interaction effects between performance appraisal and salary & welfare management, and between training and recruitment & selection are positively related to AC. The main theoretical contribution of this paper is to integrate the Yin-Yang harmony perspective with Western theories to examine the impacts of HRM practices on AC in a specific context — which facilitates the establishment of indigenous, deeply-contextualized Chinese management theories. In addition, facing the challenges of China’s economic new normal, this study can provide a valuable empirical basis that helps all manufacturers in China to lay out human capital strategies. This research thus has a certain practical significance.