企业社会责任与员工情感承诺——基于酒店兼职员工的研究

Corporate Social Responsibility and Employees'Affective Commitment:Study of Part-time Hotel Employees

服务企业尤其是旅游企业中兼职员工已经呈现出常态化与规模化发展,兼职员工逐渐从关注薪酬的经济人向注重自我发展的社会人转变,这一群体日益增长的非经济需求成为企业内部社会责任实践与研究所面对的重要问题。文章以酒店企业兼职员工为研究对象,在501份调查问卷数据基础上,围绕酒店兼职员工感知的企业内部社会责任对其情感承诺的影响作用,同时引入心理契约破裂与工作年限等变量展开实证研究。研究结果表明:酒店企业内部社会责任与兼职员工情感承诺之间存在倒U形关系,心理契约破裂在其间起到中介作用,工作年限正向调节酒店企业内部社会责任与心理契约破裂的正U形关系,拓展了对兼职员工这一特殊群体的研究,揭示了企业内部社会责任与情感承诺之间的作用机制。在此基础上进一步提出了提供良好的内部社会责任环境、关注员工心理变化状态、精细化管理不同细分员工群体等人力资源管理优化措施建议。

Part-time employment in service enterprises,especially tourism enterprises,has undergone normalized,large-scale development in China.Part-time employees have gradually changed from individuals concerned mainly about wages to ones caring more about self-development.The growing nonfinancial needs of such employees have become an important issue for corporate social responsibility practice and research.In reality,however,companies frequently fail to fulfill their psychological commitments in a fair manner for the individual contributions of part-time employees.Accordingly,part-time employees often feel that the implementation of corporate responsibilities is imbalanced and that their affective commitment is lower than that of full-time employees.Further,with increased part-time employment,a distinction has emerged between short-and long-term work in this group that may lead to differences in expectations and fairness concerns related to corporate social responsibility.However,studies have mainly focused on direct impacts of internal corporate social responsibility perceived by full-time employees on their affective commitment;there has been a lack of research on the important group of part-time employees.The present study examined 501 questionnaire responses to determine the impact of internal corporate social responsibility perceived by part-time hotel employees on their affective commitment.It investigated psychological contract breach and number of working years.We found an inverted Ushaped relationship between internal corporate social responsibility and affective commitment of parttime employees;psychological contract breach played a mediating role;and number of working years displayed a moderate U-shaped relationship between internal corporate social responsibility and psychological contract breach.Among part-time employees with longer working years,there was a stronger U-shaped relationship between internal corporate social responsibility and psychological contract breach.We observed hitherto scarcely reported differences between full-and part-time employees regarding internal corporate social responsibility.Our finding that internal corporate social responsibility may affect employees'negative rather than positive psychology regarding affective commitment helps clarify the process of generating affective commitment among part-time employees.Our categorization and discussion of working years of part-time employment elucidate the boundary conditions of the relationship between corporate social responsibility and affective commitment.This study advances suggestions for optimizing human resource management for part-time employees.First,it is necessary to consider the financial and non-financial needs of such employees and provide them with a fair internal social responsibility environment.Second,tourism companies should focus on psychological changes among part-time employees and strive to balance their psychological perceptions of contributions and returns.Third,to achieve efficient,refined management,tourism companies should implement fair internal corporate social responsibility based on number of years employees have worked for the company.