社会责任导向的人力资源管理感知与员工建言行为:基于社会交换理论

Social Responsible Human Resource Management Perception and Employee Voice Behavior: Based on The Social Exchange Theory

近年来,企业社会责任在企业中的应用越来越广泛,社会责任和人力资源管理结合越来越密切,但社会责任导向的人力资源管理(Socially Responsible Human Resource Management,SRHRM)对员工建言行为的影响尚未得到关注.基于社会交换理论的广义互惠原则,本研究探讨了SRHRM对员工建言行为的影响,尤其是关系型心理契约的中介作用,以及领导成员交换的调节作用.以316名企业员工为数据样本的实证研究表明:SRHRM与关系型心理契约和员工建言行为显著正相关;关系型心理契约部分中介了SRHRM对员工建言行为的正向影响;领导成员交换负向调节SRHRM通过关系型心理契约影响员工建言行为的中介作用.研究结果有助于揭示SRHRM影响员工建言行为的内在机制,也为组织促进员工建言行为提供了新的途径.

In recent years, corporate social responsibility has become more and more widely used in enterprises, social responsibility and human resource management have become more and more closely integrated. The impact of social responsible human resource management (SRHRM) on employees' voice behavior has not been paid attention to. Based on the theory of social exchange, the study explores the impact of SRHRM on employee-voice behavior, especially the mediating role of relational psychological contracts, and the moderating role of the leader-member exchange on this mediating path. The surveys of employees from coastal cities such as Shandong and Shanghai shows: SRHRM is positively correlated with relational psychological contract and employee-voice behavior;the relational psychological contract partially mediates the positive impact of SRHRM on employee-voice behavior;leader-member exchange significantly negatively moderates the relationship between SRHRM and relational psychological contract, and it also significantly negatively moderates the mediating effect of relational psychological contract in the relationship of SRHRM and employee-voice behavior. This relationship and this mediation effect are relatively strong for employees with low-level leader-member exchange relationship, and relatively weak for employees with high-level leader-member exchange relationship.