员工企业社会责任感知影响人力资源管理效能？—基于领导行为的协同中介

通过对贵州、广东和福建3个省80家企业1148名员工进行调研,基于员工对企业社会责任、领导行为感知对人力资源管理效能带来积极影响为研究问题构建了一个中介模型。企业社会责任在组织微观层面的内涵越来越得到企业的重视,实现了员工的企业社会责任由产出需求转向投资视角,成为企业满足员工工作需要和工作资源的参照标准体系,有利于提升企业人力资源管理效能。本文研究发现:企业社会责任分别从企业经济责任、法律责任、伦理责任和自行裁量责任影响人力资源管理效能;变革型领导和交易型领导对企业社会责任和人力资源管理效能具有协同中介作用。研究结论对于企业社会责任、领导行为和人力资源管理三者匹配具有重要的理论和现实意义。

Does Employee Perception of Corporate Social Responsibility Affect Human Resource Management Effectiveness? Collaborative Mediation Model Based on Leadership Behavior

Based on the investigation of 1148 employees of 80 enterprises in Guizhou, Guangdong and Fujian provinces, an intermediary model was built based on the positive impact of employees on corporate social responsibility and leadership behavior perception on human resource management efficiency. The research in this paper finds that the connotation of corporate social responsibility at the micro level of the organization has been paid more and more attention by enterprises. To realize the corporate social responsibility of employees from the output demand to the investment perspective, it has become the reference standard system for enterprises to meet the work needs and working resources of employees. The company regards these employees as corporate social responsibility as the need of work and the needs of work resources. The employees can effectively improve the efficiency of human resource management. The study found that corporate social responsibility affects the efficiency of human resource management from corporate economic responsibility, legal responsibility, ethical responsibility and discretionary responsibility; transformational leadership and transactional leadership have a synergistic role in corporate social responsibility and human resource management effectiveness. The research conclusion has important theoretical and practical significance for the matching of corporate social responsibility, leadership behavior and human resource management.