人力资源管理者的信任来源与实现机理研究

Developing Trust Between HR and Line Managers by Building Social Ties

基于社会网络理论,通过两阶段问卷调查,利用72名人力资源经理和364名直线经理的配对数据,建立并验证了人力资源经理的“硬实力”和“软技能”对其获得直线经理信任的双重中介模型。结果表明:人力资源经理的政治技能有助于构建两者的情感性关系网络,继而影响情感信任。人力资源经理的专业能力有助于构建两者的工具性关系,继而同时影响情感信任与认知信任。

Based on social network theory, this paper collected data in two separate waves, including matched data from 72 HR managers and 364 line managers, to develop and validate a dual mediating model of the “hard” and “soft” skills of HR managers in gaining the trust of line managers. Results show that HR managers' political skills helped build expressive ties between them, influencing affect-based trust. The HRM competence of HR managers helps build instrumental ties between them, affecting both affect-and cognition-based trust.