个性化HRM实践对员工敬业度的影响研究  

The Effect of Personalized HRM Practices on Employee Engagement

作　　者：井辉[1] 孙怡莹 莫欣灵 JING Hui;SUN Yi-ying;MO Xin-ling(Department of Business,Zhengzhou University,Zhengzhou 540000,China)

机构地区：[1]郑州大学商学院,郑州450000

出　　处：《河南科技大学学报（社会科学版）》2018年第6期88-93,共6页Journal of Henan University of Science & Technology(Social science)

摘　　要：旨在研究个性化HRM实践对员工敬业度的影响,并以社会交换理论为基础,研究组织支持感和自我效能感在以上关系中的中介及调节作用。研究结果表明,个性化HRM实践对员工的敬业度有显著的正向影响,组织支持感在其中起着中介作用;员工的自我效能感调节了个性化HRM实践与员工敬业度之间的关系,自我效能感越高,个性化HRM实践与员工敬业度之间的正向关系越显著。This paper is to examine the influence of personalized HRM practice on employee engagement. Based on social exchange theory, we further explore the mediating and moderating role of organizational support and self-efficacy in the above relationship. The research results show that the personalized HRM practice has a significant positive impact on employee engagement, and organizational support plays an intermediary role in it; employees’ self-efficacy regulates the relationship between personalized HRM practice and employee engagement. The higher the self-efficacy, the more positive the positive relationship between personalized HRM practice and employee engagement.

关 键 词：个性化HRM实践 组织支持感 自我效能感 员工敬业度 

分 类 号：C93[经济管理—管理学]