高绩效人力资源实践对任务绩效和创新行为的影响:组织心理所有权和互动公平的作用  

The Impact of High Performance Human Resource Practice on Employee's Task Performance and Innovation Behavior: The Role of Organizational Psychological Ownership and Interactional Justice

作　　者：陈丽芬[1] 金灿 Chert Lifen;Jin Can(School of Economics and Management, Nanjing University of Science and Technology, Nanjing 210094)

机构地区：[1]南京理工大学经济管理学院,南京210094

出　　处：《中国人力资源开发》2018年第6期144-155,共12页Human Resources Development of China

基　　金：国家自然科学基金(71172103);国家社会科学基金(10BGL003)

摘　　要：高绩效人力资源实践通过一个"黑箱"影响员工的任务绩效和创新行为。以员工感知的高绩效人力资源实践为视角,基于社会交换理论,探讨组织心理所有权和互动公平在高绩效人力资源实践和员工绩效行为关系中的作用。以320名企业员工及其直接领导为样本,实证研究发现:高绩效人力资源实践显著正向影响员工的任务绩效和创新行为;组织心理所有权在高绩效人力资源实践和员工绩效行为中起部分中介作用;互动公平在高绩效人力资源实践和组织心理所有权中起正向调节作用。研究结论为企业提高员工任务绩效和创新行为水平提供借鉴。High performance human resource practices affect employee＇s task performance and innovative behavior through a ＂black box＂. From the perspective of high performance human resource practice perceived by employees, based on social exchange theory and psychological ownership theory, this paper explores the role of organizational psychological ownership and interactional justice in the relationship between high performance human resource practices and employee performance behaviors. With 320 employees and their direct leadership as samples, the empirical study indicates that： high performance human resource practice has significant positive impact on employee＇s task performance and organizational innovation behavior; psychological ownership mediates the relationship bewteen high performance human resource practices and employee performance; interactional justice moderats the relationship between high performance human resource practice and organizational psychological ownership. The conclusion of the study provides a reference for enterprises to improve the level of employees＇ performance.

关 键 词：高绩效人力资源实践 任务绩效 创新行为 组织心理所有权 互动公平 

分 类 号：F272.92[经济管理—企业管理]