发展型人力资源管理实践对晋升与离职的影响及作用机制

The Influence and Mechanism of Developmental Human Resource Management Practices on Employees’Promotion and Turnover

基于社会信息加工理论,揭示发展型人力资源管理实践影响员工晋升前景与离职意愿的过程机制及边界条件。结合61名领导和320名员工的两阶段配对调查数据进行实证检验,结果表明:发展型人力资源管理实践对员工的晋升前景存在显著正向影响,对员工的离职意愿存在显著负向影响;人力资本在上述过程中分别起部分中介和完全中介作用;服务型领导不仅调节了发展型人力资源管理实践对人力资本的正向影响,还分别调节了人力资本在发展型人力资源管理实践与晋升前景及其与离职意愿两条路径上的中介作用。

Drawing on social information processing theory,this study unveils the mechanisms and boundary conditions through which developmental human resource management(HRM)practices influence employees’promotion prospects and turnover intentions.Utilizing matched data from a two-phase survey involving 61 leaders and 320 employees,the empirical analysis demonstrates that developmental HRM practices exert a significant positive impact on employees’prospects for promotion and a significant negative impact on their turnover intentions.Human capital serves as a partial and complete mediator in these processes,respectively.Furthermore,servant leadership moderates not only the positive influence of developmental HRM practices on human capital but also the mediating effects of human capital in the relationships between developmental HRM practices and both promotion prospects and turnover intentions.