承诺型人力资源管理实践对员工敬业度的影响:自我决定与社会交换的整合视角  

How the Commitment-based HR Practices Impact Employee Work Engagement:The Self Determination and Social Exchange Perspectives

作　　者：何洁[1] 丁宁宁[2] 王冬冬[3] 

机构地区：[1]湖北经济学院旅游与酒店管理学院 [2]山东财经大学公共管理学院 [3]中国人民大学商学院

出　　处：《中国人力资源开发》2015年第13期58-63,共6页Human Resources Development of China

基　　金：教育部人文社科规划项目"人力资源管理构型;工作结构与组织创新能力研究"(12YJC630036)资助

摘　　要：基于社会交换理论和自我决定理论,本文发展并检验了承诺型人力资源管理实践如何影响服务企业的员工敬业度以及作用机制。通过对408名服务企业员工的调查,结果支持了一个有中介的调节作用,即员工感知的承诺型人力资源管理实践对员工心理授权感有显著正向影响,领导成员交换质量加强了这一关系,并最终影响员工的工作敬业度。Based on social exchange theory and self-determination theory, this paper developed and examined the mediated moderation model between commitmentbased HR practices and work engagement. We proposed that the commitmentbased HR practices and leader-member exchange （LMX） ultimately affects the work engagement by enhancing employees＇ perceived psychological empowerment and work engagement. Through the survey of 408 staff from service companies, we examined the impact mechanism of commitmeot-based HR practices on work engagement. The results showed that the employee perceived commitment-based HR practices affect work engagement mediated by psychological empowerment. And the LMX quality plays a moderation role in this process.

关 键 词：承诺型人力资源管理实践 心理授权 领导成员交换 工作敬业度 

分 类 号：F272.92[经济管理—企业管理]