承诺型人力资源管理实践与团队创新:一个跨层次研究模型

Commitment Human Resource Management Practices and Team Innovation:A Cross-Level Research Model

基于创造力成分理论和社会认同理论,考察了承诺型人力资源管理实践对团队创新绩效的跨层次影响机制与边界条件。通过多层结构方程模型,对来自60家高新技术企业60名人力资源部门主管、228名团队领导和2 166名员工的配对调查数据的分析,结果发现:(1)承诺型人力资源管理实践对团队创新绩效、团队凝聚力具有显著正向影响;(2)团队凝聚力对团队创新绩效具有显著正向影响,且其在承诺型人力资源管理实践与团队创新绩效之间起到显著中介作用;(3)团队信息分享正向调节了承诺型人力资源管理实践与团队凝聚力之间的关系,以及团队凝聚力在承诺型人力资源管理实践与团队创新绩效之间的中介作用。

Drawing on creativity components theory and social identity theory,we explored the cross-level influence of commitment human resource management practices implemented by organizations on team innovation performance,and the influence mechanism via team cohesion and its boundary condition of team information sharing.We tested our hypotheses using data gathered from 60 high-technology firms in China,including multiple-source:60 HR supervisors,228 team leaders and 2,166 individual members form 228 work teams.The results of multi-level structural equation modeling analysis indicated that:(1)Commitment human resource management practices were positively related to team innovation performance and team cohesion.(2)Team cohesion mediated the relationship between commitment human resource management practices and team innovation performance.(3)Team information sharing accentuated the relationship between commitment human resource management practices and team cohesion,and then fostered team innovation performance.