基于合作型人力资源实践的员工网络嵌入与角色外行为的关系研究  

The Relationship between Employees' Network Embeddness and Extra-Role Behavior——Collaborative Human Resource Practice as a Cross-Level Moderator

作　　者：刘善仕[1] 冯镜铭[1] 王红椿[2] 吴坤津[3] 

机构地区：[1]华南理工大学工商管理学院 [2]广东第二师范学院教育学院 [3]广东财经大学工商管理学院

出　　处：《管理学报》2016年第11期1641-1647,共7页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71472067);广东省理论粤军重大基础理论研究资助项目(LLYJ1326);广东省自然科学基金-博士启动资助项目(2016A030310296);广州市哲学社会科学发展"十三五"规划资助项目(2016GZGJ10)

摘　　要：以社会关系网络为视角,通过对31个企业和792个员工的配对样本的跨层次分析,探讨了员工的网络嵌入对角色外行为的影响机制,并从组织和个人层面对该影响机制所产生的边界条件进行了研究。研究结果发现,网络嵌入对角色外行为有显著正向影响;在个体层面,员工感知到的程序公平对上述影响过程有正向调节作用;在组织层面,合作型人力资源实践正向调节了网络嵌入和角色外行为的关系。研究模型将社会关系网络和合作型人力资源实践进行了有机结合,实现了非正式网络和正式管理机制的互补,为管理理论和实践提供了一定的依据。Previous studies usually analyzed employees＂ extra-role behavior Irom a social ex^l~ml~ perspective. But in this study, from a social network perspective, we investigate the influence of em- ployees＂ network embeddness on their extra-role behavior, as well as the moderating effects during this process. After cross-level analysis on the matched data from 31 firms and 792 employees, it is found that network embeddness has a significant positive influence on extra-role behavior. At individual lev- el, procedural justice perceived by employees moderates this process. At organizational level, collabo- rative human resource practice also acts as a moderator during this process. Meanwhile, the research model combines social network and collaborative human resource practice, which combines the infor- mal network and formal management system complementarily and provides the bases for management theory and practice.

关 键 词：社会关系网络 网络嵌入 角色外行为 合作型人力资源实践 程序公平 

分 类 号：C93[经济管理—管理学]