人力资源管理强度如何影响员工的主动行为:基于自我决定理论

How Human Resource Management Strength Affects Employees’ Proactive Behavior: Based on Self-Determination Theory

本研究基于自我决定理论,探讨了感知的人力资源管理强度与员工主动行为之间的影响机理,检验了内部动机的中介作用和工作压力在内部动机与主动行为之间的调节作用。对275份员工问卷调查结果显示:(1)感知的人力资源管理强度对内部动机具有正向影响;(2)内部动机对主动行为具有正向影响;(3)内部动机在感知的人力资源管理强度与主动行为之间具有部分中介作用;(4)工作压力在内部动机与主动行为之间具有负向调节作用。

Based on self-determination theory, using pieces of 275 survey data by questionnaire, this research focuses on the influence from perceived human resource management strength to employees’ proactive behavior, verifies the mediating effect of intrinsic motivation and the moderating effect of work stress between intrinsic motivation and proactive behavior. The conclusions are as follows: Firstly, perceived human resource management strength has positive influence on intrinsic motivation. Secondly, intrinsic motivation has positive influence on proactive behavior. Thirdly, intrinsic motivation partially mediates the relationship between perceived human resource management strength and proactive behavior. Fourthly, work stress plays a negative moderating role between intrinsic motivation and proactive behavior.