摘要
基于心理契约、社会交换论等理论,以家庭友好实践为自变量,员工主观幸福感为因变量,探讨了其影响效应和作用机制。结果发现:(1)企业的家庭友好实践与员工的主观幸福感显著正相关;(2)家庭友好实践影响员工幸福感的关系中,组织认同起了部分中介的作用,心理契约则是一种链式中介,组织认同在心理契约与主观幸福感的关系中起了完全中介的作用;(3)性别在家庭友好实践与员工主观幸福感的关系中没有发挥调节作用;(4)性别在家庭友好实践与组织认同和心理契约的关系中,均没有发挥调节作用。
Based on the theories of psychological contract and social exchange,taking family-friendly practice as independent variable and employee subjective well-being as dependent variable,this paper discusses the influencing effect and mechanism between them.The results show:(1)The family-friendly practices significantly positively correlate with the subjective employees'well-being;(2)In the impact of family-friendly practice on employee happiness,the organizational identification plays a partial intermediary role,the psychological contract plays a chain intermediary role,and organizational identification plays a complete intermediary role in the relationship between psychological contract and subjective well-being;(3)Gender does not play a regulative role in the relationship between the family-friendly practices and the employees’subjective well-being;(4)Gender does not play a regulative role in the relationship between the family-friendly practices and the organizational identification and the psychological contract.
作者
严标宾
陈雪莹
陶婷
YAN Biaobin;CHEN Xueying;TAO Ting(School of Management,Guangdong University of Foreign Studies,Guangzhou 510006,China)
出处
《经济与管理评论》
CSSCI
北大核心
2020年第2期67-78,共12页
Review of Economy and Management
基金
国家社会科学基金项目“中国多元雇佣背景下的共同体型人力资源管理研究”(14BGL079)。
关键词
家庭友好实践
员工幸福感
中介效应
调节效应
Family-friendly practices
Employees'well-being
Mediation effect
Moderation effect
