社会责任型人力资源管理对求职者求职意愿的影响:一项新冠肺炎疫情的情境实验研究

Socially Responsible Human Resource Management and Job Pursuit Intention:A Scenario-based Experiment in COVID-19

新冠肺炎疫情期间,企业积极践行社会责任型人力资源管理(Socially Responsible Human Resource Management,SRHRM),增加了员工的福祉和企业的声誉。企业在招聘中向求职者重点介绍了在新冠肺炎疫情中的SRHRM,然而SRHRM能否以及如何提高企业对求职者的吸引力却从未被讨论过。本文采用社会信息加工理论视角,探讨SRHRM影响求职者求职意愿的机制。依托一项基于新冠肺炎疫情的情境实验设计,本文收集了3个实验数据来开展研究。实验1发现SRHRM与求职者求职意愿显著正相关。实验2发现亲社会动机中介了SRHRM对求职者求职意愿的积极作用。实验3发现薪酬水平负向调节了SRHRM对求职者亲社会动机的作用,并负向调节了SRHRM通过求职者亲社会动机影响求职意愿的中介作用。本文揭示了新冠肺炎疫情情境下SRHRM影响求职者求职意愿的内在机理,同时也为企业如何吸引和招聘人才提供了应用建议。

In the COVID-19 pandemic,many enterprises implement socially responsible human resource management(SRHRM),increasing the well-being of employees and reputation of enterprises.Enterprises also highlight their SRHRM in the recruitment.However,whether and how SRHRM influence job pursuit intention is not be explored.Based on the social information processing theory,this study explores the influence mechanism of SRHRM on job pursuit intention.Adopting the scenario-based experimental design,this study conducted three experimental studies in COVID-19.Experiment 1 found that SRHRM is positively related to job pursuit intention.Experiment 2 found that prosocial motivation mediates the relationship between SRHRM and job pursuit intention.Experiment 3 found that salary negatively moderates the relationship between SRHRM and procial motivation,as well as the indirect effect of prosocial motivation between SRHRM and job pursuit in-tention.This study unpacks the mediating and moderating mechanism underlying SRHRM and job pursuit intention,and provides managerial implication for recruiting.