摘要
企业创新离不开员工的自发性和创造力,员工建言行为作为员工重要的一类角色外创新行为,得到了学者和业界的关注。整合信号理论和行为计划理论,以799名企业员工为被试,采用问卷调查法研究了高绩效工作系统感知与员工建言行为的关系及这一关系中人力资本与员工幸福感的链式中介效应。实证结果显示,虽人力资本的近端中介效应不显著,但员工幸福感既具近端中介效应,亦发挥通过员工人力资本实现的链式中介效应。高绩效工作系统感知对员工建言行为的影响可通过以下路径实现:“高绩效工作系统感知→建言行为”“高绩效工作系统感知→员工幸福感→建言行为”“高绩效工作系统感知→员工幸福感→人力资本→建言行为”。
The firm's innovation depends on employees'initiative and creativity.As so,the study of employee voice behavior becomes increasingly important recently.Integrating the theory of planned behavior and signaling theory,this paper builds a model describing how employee's voice behaviors are driven by perceived-HPWS through human capital and employee well-being.The results show that:first,perceived-HPWS directly influence employee's voice behavior;second,employee well-beings mediate the relationship between perceived-HPWS and employee's voice behavior;third,employee well-being mediates the relationship between perceived-HPWS and employee's human capital that drives employee's voice behaviors.
作者
许龙
孟华兴
XU Long;MENG Huaxing(School of Business Administration,Hebei University of Economics and Business,Shijiazhuang 050061,China)
出处
《经济与管理》
CSSCI
2021年第4期84-92,共9页
Economy and Management
基金
国家社会科学基金项目(19BGL270)
教育部人文社会科学研究基金项目(19YJC630220)
河北省社会科学基金项目(HB19GL042)。
关键词
“承诺控制混合型”人力资源管理系统
高绩效工作系统感知
人力资本
员工建言行为
员工幸福感
hybrid HRM system of combining control and commitment practices
perceived high-performance work system
human capital
employee voice behavior
employee well-being