基于受众中心的员工绿色人力资源管理感知与绿色工作退缩行为关系研究

Green Human Resource Management and Green Job Withdrawal Behaviors--The Suppressing Effects of Self-identity Threats

基于受众中心理论,构建了一个有调节的间接效应模型探讨员工对绿色人力资源管理的感知与员工绿色工作退缩行为的关系。基于18家企业411名员工为期6个月的抽样问卷数据进行实证检验,数据分析结果表明,员工自我认同威胁在绿色人力资源管理感知和绿色工作退缩行为之间有显著的遮掩效应:员工对绿色人力资源管理实践的感知对绿色工作退缩行为具有负向影响,但通过员工自我认同威胁路径后的效应变为显著正向影响,正向影响大于负向影响,遮掩效应显著;员工绿色价值观调节了绿色人力资源感知和自我认同威胁的关系。具体而言,低绿色价值观员工的绿色人力资源管理感知与自我认同威胁的正向关系强,进而产生较高程度的绿色工作退缩行为,但对于具有高绿色价值观的员工,这种现象较少发生。本文为绿色人力资源管理、工作退缩行为等研究领域提供了新视角,也探索了绿色人力资源管理实践适用的边界条件,为企业绿色人力资源管理缓解员工消极心理和行为、提高绿色管理有效性提供了管理建议。

Based on the audience-centered theory,a moderated indirect effect model is constructed to explore the relationship between employees'perception of green human resource management and employees'green job withdrawal behavior.Based on a 6-month sample questionnaire survey of 411 employees in 18 companies,the data results show that employees'identity threat has a significant masking effect between their perception of green human resource management and green job withdrawal behavior:the direct effect of employees'perception of green human resource management practices on green job withdrawal behavior is negative,but the effect through the path of employees'identity threat is a significant positive effect,the positive effect is greater than the negative effect,and the masking effect is significant.Employees'green values moderate the relationship between green human resource perception and self-identity threat.Specifically,the positive relationship between green human resource management perception and self-identification threat is strong for employees with low green values,which further produces a higher degree of green job withdrawal behavior,but this phenomenon occurs less frequently for employees with high green values.This paper provides new perspectives for research fields such as green human resource management and job withdrawal behavior,explores the boundary conditions applicable to green human resource management practices,and provides management suggestions for enterprise green human resource management to reduce employees'negative psychology and behavior and improve the effectiveness of green management.