摘要
基于控制理论和程序公平理论,从反馈寻求行为与程序公平感视角探索人力资源管理强度对科技企业知识型员工影响的“黑箱”机制。通过对475名科技企业知识型员工的样本数据进行层次回归分析,证实人力资源管理强度对员工创新绩效有显著正向影响,反馈寻求行为在人力资源管理强度对员工创新绩效影响中具有中介效应,程序公平感在反馈寻求行为对员工创新绩效影响中具有正向调节效应。结论有利于丰富人力资源管理强度对科技企业知识型员工创新绩效作用机制相关研究,可为提升科技企业知识型员工创新绩效提供启示。
Based on Cybernetics and procedural justice theory,the research conducted an empirical study on the mechanism of HRM strength affecting employee innovation performance.Through the hierarchical regression analysis of sample data of 475 knowledge employees in high-tech companies,it is confirmed that HRM strength has a significant positive impact on employee innovation performance,and employee feedback seeking behavior(FSB)has a mediating effect in the impact of HRM strength on employee innovation performance.The sense of procedural justice has a positive moderating effect on the impact of employee feedback seeking behavior on employee innovation performance,which enriches the research on the mechanism of HRM strength and provides corresponding management enlightenment for the formulation and implementation of innovation oriented human resource management policies.
作者
凌淼
余璇
张芸子
Ling Miao;Yu Xuan;Zhang Yunzi(Business School,Sichuan University,Chengdu 610065, China;School of Management, Chongqing Technology and Business University,Chongqing 400067,China;Business School,University of Dublin,Dublin D04V1W8,Ireland.)
出处
《科技进步与对策》
CSSCI
北大核心
2021年第8期153-160,共8页
Science & Technology Progress and Policy
基金
国家自然科学基金青年科学基金项目(71802033)
四川大学“双一流”建设(哲学社会科学)研究专项——国家领军人才项目(SKSYL 201703)
中国博士后科学基金第67批面上项目(2020M673191)。
