人力资源管理实践:员工承诺管理

员工承诺一直是人力资源管理与组织行为备受关注的领域。对员工承诺的权变效应、承诺类型以及人 力资源管理实践与员工承诺的关系进行总结,在此基础上分析员工承诺研究的发展趋势,使人力资源管理在 员工承诺管理方面发挥作用。     

基于员工所有权的人力资源管理系统

随着现代企业激励制度的不断发展,员工所有权理论逐渐成为理论界和实践界关注的热点.本文在回顾战略人力资源管理和员工所有权研究文献的基础上,发现缺少员工所有权和人力资源管理系统配合模型的相关理论.基于此,本文从战略人力资源管理形态模式出发,将员工所有权嵌入到战略人力资源管理框架中,构建出"所有权-高绩效工作系统",为员工所有权效果的实证研究提供理论依据.     

员工—配偶工作家庭边界分割偏好匹配对员工工作投入的影响机制研究

依据个体—环境匹配理论和平衡理论,基于320份员工与配偶的配对问卷调查数据,采用多元回归分析、响应面分析以及块变量分析方法,探讨了员工—配偶工作家庭边界分割偏好不同匹配/不匹配类型对员工工作投入及情感平衡的影响。结果表明:员工—配偶工作家庭边界分割偏好匹配有利于提高员工的情感平衡和工作投入水平;而员工—配偶工作家庭边界分割偏好不匹配则会降低员工的情感平衡和工作投入水平。具体而言,当员工—配偶工作家庭边界分割偏好匹配时,员工边界分割偏好高—配偶边界分割偏好高对员工情感平衡和工作投入的正向影响更强;当员工—配偶工作家庭边界分割偏好不匹配时,员工边界分割偏好低—配偶边界分割偏好高对员工情感平衡和工作投入的负向影响更强。无论员工—配偶工作家庭边界分割偏好是否匹配,情感平衡均在其对员工工作投入的影响中起中介作用。     

Differential Mode of Status: Theoretical Perspectives and an Analysis on Its Impact on Employee Engagement

With the gradual deepening of China’s economic reform, “differential mode of status,” which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees’ enthusiasm and initiative in workplaces. Drawing upon the “differential mode of status” theory, this paper firstly explores the internal relationships among “differential mode of status,” employees’ perception of fairness and sense of belonging, and employee engagement. Then the mechanism of “differential mode of status” influencing employee engagement is discussed. Lastly, coping strategies are brought forward based on the actual situation of low work devotion especially in China’s state-owned enterprises.     

Linking Customer Engagement to Trust and Word-of-Mouth on Facebook Brand Communities: An Empirical Study

Given the rise of social networking sites, particularly Facebook, companies have started engaging with customers in this newly emerged digital space. This study explores the role of customer engagement in enhancing trust and word-of-mouth on brand communities over Facebook. The effect of customer involvement on customer engagement is also checked. This study also investigates the direct relationship of customer involvement with trust and word-of-mouth. A pen-and-paper questionnaire survey of 450 Facebook account holder students was used. Data were analyzed using structural equation modeling. The results reveal that a higher level of involvement with the brand community leads to a higher level of customer engagement. Customer engagement leads to customer trust and word-of-mouth activities. The results further suggest a direct positive relationship of customer involvement with trust and word-of-mouth, but the mediation of customer engagement strengthens the mentioned effect.     

Moderating Effect of Perceived Organizational Support on Human Resource Development Practices and Organizational Citizenship Behavior

This study examined the moderating effect of perceived organizational support on the relationship between human resource development practices and organizational citizenship behavior of hotels in Thailand. The results from a survey of 733 frontline employees revealed that the relationship between human resource development practices and organizational citizenship behavior was stronger for employees with the high level of perceived organizational support, compared to employees with the low level of perceived organizational support. Therefore, this finding contributes to a significant understanding of moderating effect of perceived organizational support in service organizations. Discussion and implications are also provided.     

Human Resource Management Practices in a Transitional Economy: A Comparative Study of Enterprise Ownership Forms in Vietnam

This exploratory study compared human resource management (HRM) practices in four types of companies in Vietnam. It found, from a sample of 169 companies, that the adoption of HRM practices reflects the company's ownership traits. Overall, foreign-invested companies (FICs) are somewhat more developed in HRM practices than state-owned enterprises (SOEs). Conversely, local private companies, albeit more entrepreneurial, are often less receptive to adopting HRM practices than SOEs. It also revealed that transforming SOEs into equitized companies has brought about no significant changes in this regard. Together with an examination of the impact of management's perceived value of human resources (HR), union status, and company size, the study provides more insight into the variations in HRM practices and suggests some implications for initiating change in this area.     

真实型领导与领导—成员匹配对工作繁荣的影响：社会嵌入视角

工作繁荣是个体成长和进步的标志,已成为组织管理领域日益关注的重要话题。文章从社会嵌入视角出发,探讨了真实型领导与领导-成员匹配对工作繁荣的影响,考察了真实型领导和领导-成员匹配如何通过工作繁荣的传导机制间接影响员工创新行为,并分析了差序氛围的调节效应。通过对200份有效问卷的实证分析表明：真实型领导与领导-成员匹配都对工作繁荣有显著正向影响;工作繁荣显著正向影响员工创新行为;工作繁荣在真实型领导与员工创新行为之间起完全中介作用,在领导-成员匹配与员工创新行为之间也起完全中介作用;差序氛围负向调节了领导-成员匹配对工作繁荣的影响,且负向调节了工作繁荣在领导-成员匹配与员工创新行为间的中介作用。研究结论不仅拓展了中国情境下有关工作繁荣的研究,而且为组织管理者如何促进员工工作繁荣提供了理论指导。     

人力资源管理实践与员工态度关系研究——基于珠三角192家民营中小高科技企业的问卷调查

文章以珠三角7个国家级高新技术开发区的192家民营中小高科技企业的357份人力资源管理经理和1367份员工的数据,探讨了网络构建的人力资源管理实践影响员工态度的跨层次作用机制。研究结果表明,网络构建的人力资源管理实践与员工态度显著相关,而组织支持完全中介它们之间的关系。最后,对研究的理论意义和现实意义进行了讨论,并提出未来的研究方向。     

When Organizations Break Their Promises: Employee Reactions to Unfair Processes and Treatment

Research has shown that the strongest reactions to organizational injustice occur when an employee perceives both unfair outcomes (distributive injustice) and unfair and unethical procedures and treatment. Utilizing the Referent Cognitions Theory (RCT) framework, this study investigates how a form of distributive injustice, psychological contract breach, along with procedural and interactional injustice influences employees' negative attitudes and behaviors. More specifically, the interactional effects of these forms of injustices should be notably greater than those exhibited when an employee of the organization, following a contract breach, perceives both fair and ethical processes and treatment. Three hundred and twenty-two employees from a variety of organizational settings completed measures of contract breach, procedural injustice, interactional injustice, and negative affect toward the organization. Their respective supervisors completed a measure of deviant work behaviors. Results revealed a three-way interaction between contract breach, procedural injustice, and interactional injustice on negative affect and deviant work behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, deviant work behavior was higher following a contract breach when both procedural and interactional injustice were high. However, the association between negative affect and breach was high when both forms of injustices were high and when only interactional injustice was high. Study contributions and limitations as well as theoretical and ethical implications are discussed.