员工感知的企业社会责任、情感承诺与组织公民行为的关系——承诺型人力资源实践的跨层调节作用

The Relationships between Employees' Perceived Corporate Social Responsibility,Affective Commitment and Organizational Citizenship Behavior:A Cross-level Analysis of Commitment-based Human Resource Management Practices

本文基于32家中小企业592名员工的调查问卷,运用多层线性模型对跨层数据进行统计分析,考察了员工感知的企业社会责任对组织公民行为的影响机制,情感承诺的中介作用以及承诺型人力资源管理实践的跨层调节作用。研究发现:(1)员工感知的企业社会责任通过提升员工的情感承诺,进而正向影响员工的组织公民行为。(2)承诺型人力资源管理实践虽然对情感承诺有直接显著正向影响,但在企业社会责任与情感承诺的关系中有负向的跨层调节效应,即承诺型人力资源管理实践水平越高,员工感知的企业社会责任与情感承诺的相关关系越不明显。上述研究结论不仅丰富了企业社会责任的理论研究,而且为企业的人力资源管理实践提供了有益的实践启示。

Based on 592 employees＇ questionnaires in 32 firms, this research uses hierarchical linear modeling to analyze these statistical data, investigates the mechanism by which employees＇ CSR perceptions affect organizational citizenship behavior, the mediating role of affeetive commitment and the moderating role of commitment-based human resource management practices. The resuhs show that ： （ 1 ） affective commitment mediates the relationship between employees＇ CSR perceptions and organizational citizenship behavior. （2） Commitment-based human resource management practices have a direct positive effect on affective commitment, but a negative cross-level moderating effect on the relationship between CSR and affective commitment. It means that the higher level of commitment-based human resource management practices, the less significant the correlation between employee CSR perceptions and affective commitment would be. The research conclusion enriches the theory of corporate social responsibility, and provides beneficial practical implications for the human resources management practice in firms.