HRMP与员工角色外行为关系的实证研究--以某国有银行省级分行为例  

The Empirical Study on HRMP and Employee's Extra-role Behavior——Taking X Province Branch of Bank as an Example

作　　者：樊耘[1] 邵芳[1] 费菲[2] 

机构地区：[1]西安交通大学管理学院,西安710049 [2]中山大学管理学院,广州510275

出　　处：《软科学》2008年第11期119-126,139,共9页Soft Science

基　　金：国家自然科学基金资助项目(70672052);陕西省软科学计划资助项目(2004KR99)

摘　　要：采用结构方程模型验证了人力资源管理实践通过成功标准、考核奖惩标准、晋升标准对员工行为起到不同的正向推动作用;晋升标准对管理者行为的正向推动作用大于对普通员工行为的推动作用;进而为企业在制定人力资源政策时有意识地引导员工产生有利于提升组织绩效的行为,提供理论与实践模型。This paper concludes that human resource management practice has different positive effect on the employee＇s behaviors through the criteria of success, evaluation, rewards, punishment and promotion. It also finds that comparing with that of employees, the influence from promotion criteria is stronger to managers＇behavior. Furthermore, combined with conclusions, the paper presents several pieces of applicable suggestion to managers regarding how to make and implement human resource policy, they can availably motivate employee extra -role behavior, and eventually promote the improvement of group＇s and firm performance. The results of this paper can be cumulative in future research, and have the theoretical value and practical meaning for human resource policy.

关 键 词：人力资源管理实践 员工行为 协方差结构模型 

分 类 号：F270[经济管理—企业管理]