社会交换机制有助于一线员工组织认同吗?

Does Social Exchange Mechanism Benefit Frontline Employee Organizational Identification?

通过建立多层线性模型,本文对来自苏南企业的296个有效样本进行实证分析,探讨高绩效人力资源实践对一线员工组织认同的影响机制。研究结果表明领导部属交换质量在高绩效人力资源实践与一线员工组织认同之间起完全中介作用,这一结论揭示了社会交换机制在一线员工组织认同形成过程中的重要作用,以及"圈内人"身份对一线员工组织认同的直接作用。

This paper attempts to probe the mechanism of the impact of high performance human resource practices （HPHRP） on frontline employee organizational identification （OI） by HLM in the 296 valid samples from South Jiangsu enterprises. The results show that leader - member exchange quality plays a full mediating role to the relationship between HPHRP and OI. This conclusion reveals the important effect of social exchange mechanism on the formation of em- ployee organizational identification, and in - group member status has direct effect on frontline employee organizational identification.