中国情境下高绩效人力资源实践对工作幸福感的跨层影响  

The Multilevel Effects of High Performance Human Resource Practices on Occupational Well-being in China's Context

作　　者：胡斌[1] 毛艳华[2] Hu Bin Mao Yanhua(Business School, Sun Yat-sen University, Guangzhou 510275 Institute of Guangdong Hong Kong and Macao Development Studies, the Center for Studies of Hong Kong Macao and Pearl River Delta, Sun Yat-sen University, Guangzhou 510275)

机构地区：[1]中山大学管理学院,广州510275 [2]中山大学粤港澳发展研究院港澳珠江三角洲研究中心,广州510275

出　　处：《管理评论》2017年第7期163-173,共11页Management Review

基　　金：教育部人文社会科学重点研究基地重大项目(11JJD810010);广东省打造"理论粤军"重大资助项目(LLYJ1306)

摘　　要：基于中国管理情境和工作特征视角,通过对湖南、广东两省50家企业50名人力资源经理及385名员工进行实证调研,采用多层结构方程模型,深入探讨和分析了组织实施的高绩效人力资源实践对员工工作幸福感的跨层影响以及工作要求-资源模型的中介作用。研究发现,组织实施的控制型人力资源实践与员工工作幸福感显著负相关;组织实施的承诺型人力资源实践与员工工作幸福显著正相关;挑战性工作要求、阻碍性工作要求、工作自主性、领导支持在组织实施的控制型人力资源实践与员工工作幸福感之间起中介作用;挑战性工作要求、工作自主性、领导支持在组织实施的承诺型人力资源实践与员工工作幸福感之间起中介作用。Based on the perspective of China＇ s management context and work characteristics, this study employs multilevel structural e- quation modeling in investigating the multilevel effects of organizational high performance human resource practices on employees＇ occu- pational well-being and the mediating role of job demands-resources model. With a survey of 50 HR managers and 385 employees from 50 companies in Hunan and Guangdong province, the results show that control-based human resource practices are negatively related to em- ployees＇ occupational well-being, while commitment-based human resource practices are positively related to employees＇ occupational well-being. Furthermore, challenge demands, hindrance demands, job autonomy and supervisor support all mediate the relationship be- tween control-based human resource practices and employees＇ occupational well-being, but only challenge demands, job autonomy and supervisor support mediate the relationship between commitment-based human resource practices and employee＇ s occupational well-be- ing.

关 键 词：控制型人力资源实践 承诺型人力资源实践 挑战性工作要求 阻碍性工作要求 工作自主性 领导支持 工作幸福感 

分 类 号：F272.92[经济管理—企业管理]