HRBP模式、职业成功与离职倾向——基于职业承诺的调节效应

HRBP Model, Career Success and Turnover Intention——Adjustment Effect Based on Career Commitment

随着企业人力资源管理战略地位的提升,HR人员的职业生涯也受到重视。人力资源业务伙伴(HRBP)模式的引入,为HR人员带来新的机遇。本文构建了HRBP模式、职业成功与离职倾向的理论模型,利用全国5077个HR从业者职业发展调查数据,实证检验了HRBP模式对职业成功和离职倾向的影响作用。结果表明:第一,HRBP模式能够明显提高HR人员职业成功(内部竞争力、外部竞争力和工作满意度),并且降低了离职倾向。第二,HRBP模式对HR人员的影响效果存在异质性,更有助于促进高学历者和中高层管理者的职业成功,降低人力资源专业背景者的离职倾向。第三,职业成功在HRBP模式与离职倾向之间存在中介效应,HRBP模式通过影响内部竞争力对HR人员离职倾向作用不明显,但通过提升外部竞争力增加了其离职倾向,通过提高工作满意度降低了其离职倾向。第四,职业承诺对HRBP模式与离职倾向的关系具有负向调节作用,对职业成功与离职倾向的关系具有正向调节作用,即对于低职业承诺者,HRBP模式更有利于减少其离职倾向,而对于高职业承诺者,职业成功更容易减少其离职倾向。

With the promotion of the strategic position of human resource management in enterprises, the career of HR personnel has also been paid attention to. The introduction of HRBP model brings new opportunities for HR personnel. This paper constructs a theoretical model of HRBP model, career success and turnover intention. Based on the data of 5077 HR practitioners' career development survey in China, the paper empirically tests the mechanism of HRBP model on career success and turnover intention. The results show that: Firstly, HRBP model can significantly improve the career success (internal competitiveness, external competitiveness and job satisfaction) of HR personnel, and reduces turnover intention. Secondly, the impact of HRBP model on HR personnel is heterogeneous, which is more conducive to promoting the career success of highly educated and middle and senior managers, and reducing the turnover intention of those with human resources professional background. Thirdly, career success has mediating effect between HRBP model and turnover intention. HRBP model has no obvious effect on turnover intention of HR personnel by influencing internal competitiveness, but it increases turnover intention by enhancing external competitiveness, and reduces turnover intention by improving job satisfaction. Fourthly, career commitment has a negative moderating effect on the relationship between HRBP model and turnover intention, and a positive moderating effect on the relationship between career success and turnover intention. That is, HRBP model is more conducive to reducing the turnover intention of low career commitment, while career success is more likely to reduce the turnover intention of high vocational commitment.