摘要
本文基于归因理论,研究了前人尚未讨论的HRM归因对人力资源管理与员工工作绩效之间关系的影响。本文通过实证研究方法,检验了人力资源管理对员工工作绩效的影响发生条件,研究结果表明:(1)HRM归因调节HRM与员工工作绩效之间的关系,相对于利己HRM归因,利他HRM归因对员工工作绩效的正向影响作用更强;(2)HRM归因影响员工个人价值观对HRM与员工工作绩效之间关系的调节作用。
Basing on HRM attribution theory, no study has made conclusion on HRM how to influence on staff performance. In this paper, conditions on which HRM can make influence on staff performance are verified by empirical study. It indicates that （1） comparing with self-regard HRM attribution, altruism HRM attribution is more powerful on Positive influence on staff performance, （2） HRM attribution is the intermediary between personal values and the relationship of HRM and staff performance. The study conclusions in this paper develop the theory of the relationship of HRM and staff performance, and it is valuable to HRM＇s practice.
出处
《上海管理科学》
2014年第3期39-41,共3页
Shanghai Management Science
基金
国家自然科学基金项目(G020701)
