社会责任型人力资源管理对员工主动服务行为的影响机制研究

Research on the Influence Mechanism of Social Responsible Human Resource Management on Proactive Service Behavior of Employees

本文基于资源保存理论和社会认同理论的视角探讨社会责任型人力资源管理对员工主动服务行为的影响机制,检验道德认同的中介作用以及核心自我评价的边界条件。本研究以246位服务型企业一线员工为调查对象进行问卷调查,结果表明:(1)社会责任型人力资源管理对员工主动服务行为具有正向影响作用;(2)内化性道德认同在社会责任型人力资源管理与员工主动服务行为之间起部分中介作用;(3)核心自我评价正向调节内化性道德认同与员工主动服务行为的关系,当员工的核心自我评价较高时,内化性道德认同对主动服务行为的正向作用较强;核心自我评价也调节了内化性道德认同在社会责任型人力资源管理与主动服务行为之间的间接效应。本研究丰富了社会责任型人力资源管理与员工行为的理论研究,为企业开展中国情境下的社会责任型人力资源管理提供了一定的指导建议。

Based on resource conservation theory and social identity theory, in order to investigate the influence of social responsible human resource management on employees' proactive service behavior, a moderated mediation model is proposed to examine the mediating role of moral identity and the moderating role of core self-evaluation, 246 valid questionnaires of front-line employees of service-oriented enterprises are collected, the results are follows:(1) The social responsible human resource management has a positive impact on employees' proactive service behavior;(2) Moral identity internalization plays a partial mediation role between social responsible human resource management and employees' proactive service behavior;(3) Core self-evaluation positively moderates the relationship between moral identity and employees' proactive service behavior. When core self-evaluation is high, employees' moral identity internalization has a strong positive effect on proactive service behavior, and moderates the mediating role of moral identity internalization in the relationship of social responsible human resource management and employees' proactive service behavior. This study enriches the theoretical research on social responsible human resource management and employees' proactive behaviors, and provides effective guidance and suggestions for enterprises to carry out social responsible human resource management in the context of China and improve the performance of organizations.