摘要
通过对228家企业的实证研究发现,团队型组织文化中,支持性人力资源实践对员工感情承诺有显著影响;控制导向的组织文化(官僚型和理性型)中,支持性人力资源实践对员工继续承诺有显著影响;内部导向的组织文化(团队型和官僚型)中,支持性人力资源实践对员工规范承诺有显著影响。
Using data collected from a sample of 228 enterprises, the paper examines how supportive human resource practices affect organizational commitment in different organizational cultures. Results show that supportive human resource practices in group culture affect positively employee affective commitment; supportive human resource practices in culture of control orientation (hierarchical and / or rational culture) affect positively employee continuous commitment; and supportive human resource practices in culture of internal orientation (group and / or hierarchical culture) affect positively employee normative commitment.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2005年第10期105-109,共5页
Science of Science and Management of S.& T.
基金
国家自然科学基金资助项目<人力资源系统与制造战略配合对公司绩效影响研究>(70072010)
关键词
组织文化
支持性人力资源实践
组织承诺
感情承诺
继续承诺
organizational cultures
supportive human resource practices
organizational commitment
affective commitment
continuous commitment
normative commitment