基于工作-家庭关系视角的团队导向人力资源实践与研发人员留职意愿研究  

Team-Based Human Resource Practices and Retention Intentions among Staff in R&D Team from the Perspective of Work-Family Relationship

作　　者：张光磊[1] 金鑫[2] 

机构地区：[1]武汉理工大学管理学院 [2]华中师范大学环境与城市学院

出　　处：《管理学报》2015年第10期1465-1472,共8页Chinese Journal of Management

基　　金：国家社会科学基金资助项目(12CGL052);教育部人文社会科学基金资助项目(11YJC630278)

摘　　要：通过跨层次纵向追踪的研究方法,探索了团队导向人力资源实践通过工作-家庭冲突中介影响企业研发人员留职意愿的内在机制,以及家庭边界强度的调节作用。研究结果发现,团队导向人力资源实践通过工作-家庭冲突的中介作用影响研发人员的留职意愿;家庭边界强度越显现出模糊性时,团队导向人力资源实践对研发人员工作-家庭冲突的影响越强;家庭边界强度与团队导向人力资源实践的交互作用将透过工作-家庭冲突而影响研发人员的留职意愿。研究结果丰富了战略人力资源管理的相关研究,也为基于工作-家庭关系视角提升企业研发人员的留职意愿提供了有益的启示。R＆D personnel gradually become an indispensable force in Information Age. Using the method of multilevel longitudinal study, this research investigates the mediating role work-family conflict and modera- ting role of family boundary strength which may influence the relationship between team-based human re- source practices and turnover intentions among staff in R＆D team. The study found that team-based human resource practices influences turnover intentions among staff in R＆D team through the mediating role of work-family conflict. Besides, the more ambiguous family boundary strength is, the stronger impact of team- based human resource has on work-family conflict among staff in R＆D team. Furthermore, the interaction of family boundary strength and team-based human resource practices affects turnover intentions through work- family conflict. The findings not only enrich related research of human resource management, but also provide an useful enlightenment on how to promote the retention intentions among staff in R＆D team from the per- spective of work-family relationship.

关 键 词：团队导向人力资源实践 留职意愿 工作-家庭关系 家庭边界强度 

分 类 号：C93[经济管理—管理学]