权威导向人力资源实践对员工绩效的影响:基于调节聚焦视角

The Effects of A uthoritarianism-orientated Human Resource Practices on Employee Performance:Based on Regulatory Focus Perspective

权威导向人力资源实践是本土企业家长式人力资源管理的重要维度,日益受到研究者的关注,但已有研究缺乏对其影响机制进行深入探索。本文依据信号理论和调节聚焦理论,阐释了权威导向人力资源实践影响员工任务绩效的内在机制与边界条件。基于255份甘肃省少数民族地区员工调查数据,实证结果表明:权威导向人力资源实践正向影响员工任务绩效,防御聚焦中介了二者之间的关系,威权领导显著正向调节权威导向人力资源实践与防御聚焦的关系,并且威权领导调节了权威导向人力资源实践通过防御聚焦中介影响员工任务绩效的间接效应。

The human resource management of indigenous enterprises is characterized by authoritarianism-oriented human resource praltices(hereinafter referred to as HRP)that has increasingly received more and more attention from researchers.However,there is a lack of study delving into its influencing mechanisms.Based on the signaling theory and regulatory focus theory,this study attempts to explicate the mechanisms underlying the relationship between authoritarianism-orientated HRP and employee task performance and its boundary condition.Using a sample of 255 employees from minority regions in Gansu Province,the results suggested that authoritarianism-oriented HRP have a positive relationship with employee task performance and prevention focus played a mediating role in the relationship between authoritarianism-oriented HRP and employee task performance.Besides,authoritarian leadership moderated the relationship between authoritarian-ism-oriented HRP and employee prevention focus,when authoritarian leadership is high,this effect of authoritarianism-oriented HRP on employee prevention focus is stronger.Furthermore,authoritarian leadership moderated the indirect effect of authoritarianism-oriented HRP on employee task performance via prevention focus.