承诺型人力资源实践总能带来员工承诺吗? 一个被中介的调节效应模型

Can Commitment-based Human Resource Practices Promote Employees' Commitment? A Mediated Moderation Model

本文依据社会交换理论,以38家企业324名员工的样本为数据,分析了承诺型人力资源实践对员工承诺的影响机制。结果显示,承诺型人力资源实践对员工情感承诺、持续承诺有显著正向影响,对规范承诺的影响不显著;主管支持感对承诺型人力资源实践与员工情感承诺、持续承诺的关系存在显著的正向调节作用;员工信任在承诺型人力资源实践和员工情感承诺、持续承诺的关系中具有完全中介效应,而员工满意在此关系中没有产生任何中介作用;主管支持感对承诺型人力资源实践与员工情感承诺、持续承诺关系的调节作用是通过员工-组织关系质量(员工信任)的中介作用而实现的。最后,本文探讨了研究的理论和实践意义以及未来的研究方向。

This paper examines the relationships between commitment-based human resource practices （CHRPs） and employees＇ organizational commitment. Using a randomly selected from population sample, clear evidence was found for a positive relationship between CHRPs and organizational affective commitment, continue commitment. The study tests - from an employee perspective - the ＇ moderation effect＇ of perceived supervisor support （PSS） and finds positive interaction effects between the relationships of CHRPs and employees＇ affective commitment, continue commitment, especially affective commitment. The Study also tests the mediated moderation effect of employee trust, employee satisfaction, and finds that the moderation effect of PSS is fully mediated by employee trast. The findings are valuable for people to understand what the influence of the CHRPs on the employees＇ commitment was and how the influence happened in the PSS context.