本文關(guān)鍵詞：員工感知的企業(yè)社會責(zé)任、情感承諾與組織公民行為的關(guān)系——承諾型人力資源實踐的跨層調(diào)節(jié)作用　出處：《管理評論》2015年10期 　論文類型：期刊論文

  更多相關(guān)文章： 企業(yè)社會責(zé)任 組織公民行為 情感承諾 承諾型人力資源管理實踐

【摘要】：本文基于32家中小企業(yè)592名員工的調(diào)查問卷,運用多層線性模型對跨層數(shù)據(jù)進行統(tǒng)計分析,考察了員工感知的企業(yè)社會責(zé)任對組織公民行為的影響機制,情感承諾的中介作用以及承諾型人力資源管理實踐的跨層調(diào)節(jié)作用。研究發(fā)現(xiàn):(1)員工感知的企業(yè)社會責(zé)任通過提升員工的情感承諾,進而正向影響員工的組織公民行為。(2)承諾型人力資源管理實踐雖然對情感承諾有直接顯著正向影響,但在企業(yè)社會責(zé)任與情感承諾的關(guān)系中有負向的跨層調(diào)節(jié)效應(yīng),即承諾型人力資源管理實踐水平越高,員工感知的企業(yè)社會責(zé)任與情感承諾的相關(guān)關(guān)系越不明顯。上述研究結(jié)論不僅豐富了企業(yè)社會責(zé)任的理論研究,而且為企業(yè)的人力資源管理實踐提供了有益的實踐啟示。
[Abstract]:Based on the questionnaire of 592 employees in 32 small and medium-sized enterprises, this paper makes a statistical analysis of the cross-layer data by using the multi-layer linear model, and investigates the influence mechanism of employees' perceived corporate social responsibility on organizational citizenship behavior. The intermediary role of emotional commitment and the cross-layer adjustment of commitment human resource management practice. The study found that: 1) employee perceived corporate social responsibility through the promotion of emotional commitment of employees. Furthermore, the organizational citizenship behavior (OCB) and the commitment human resource management (HRM) practice have a direct and significant positive impact on affective commitment. However, in the relationship between corporate social responsibility and emotional commitment, there is a negative cross-layer adjustment effect, that is, the higher the practical level of commitment human resources management. The relationship between employee perceived corporate social responsibility and emotional commitment is less obvious. The above conclusions not only enrich the theoretical research of corporate social responsibility. And for the enterprise human resources management practice to provide useful practical enlightenment.
【作者單位】： 上海交通大學(xué)安泰經(jīng)濟與管理學(xué)院;
【基金】：國家自然科學(xué)基金項目(71172125)
【分類號】：F272.92
【正文快照】： 問題的提出組織公民行為(Organizational Citizenship Behavior,OCB)是組織運行的“潤滑劑”[1],是促進組織有效運行和提高組織競爭力的重要保證[2]。以往研究發(fā)現(xiàn),除了個體特征、任務(wù)特征和領(lǐng)導(dǎo)行為是組織公民行為的前因變量,員工對組織特征的感知也是激發(fā)其組織公民行為的重

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相關(guān)期刊論文 前6條

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