基于社会责任的人力资源管理实践与反生产行为:一个被调节的中介模型  

The research on the relationship between socially responsible human resource management and counterproductive work behavior:A moderated mediation model

作　　者：王娟[1,2] 张喆[1,2] 贾明[3] WANG Juan;ZHANG Zhe;JIA Ming(School of Management,Xi’an Jiaotong University,Xi’an 710049,China;The Key Lab of the Ministry of Education for Process Control&Efficiency Egineering,Xi’an 710049,China;School of Management,Northwestern Polytechnical University,Xi’an 710072,China)

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]过程控制与效率工程教育部重点实验室,陕西西安710049 [3]西北工业大学管理学院,陕西西安710072

出　　处：《管理工程学报》2019年第4期19-27,共9页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金资助项目(71672139、71272002、71302065);陕西省留学人员科技活动择优资助项目(18920004);陕西省高校人文科学青年英才支持计划(7121900018)

摘　　要：根据情绪事件理论和归因理论,本研究从基于社会责任的人力资源管理实践出发,采用问卷调查的方式,对基于社会责任的人力资源管理实践与反生产行为之间的关系进行了深入研究,探讨了积极情绪在二者之间的中介作用,并进一步探究了员工对CSR的归因在此过程中的调节作用。研究结果表明:1)基于社会责任的人力资源管理实践与反生产行为显著负相关;2)积极情绪在基于社会责任的人力资源管理实践与反生产行为之间起中介作用;3)员工对CSR的利他归因能够增强基于社会责任的人力资源管理实践与积极情绪之间的正向关系,员工对CSR的利己归因并没有起到削弱二者之间关系的作用;4)员工对CSR的利他归因能够在整个模型中起调节作用。上述研究结论不仅丰富了企业社会责任的理论研究,而且为企业减少反生产行为提供了有益的实践启示。Counterproductive work behavior(CWB),which is defined as volitional employee behavior intended to harm the organization and its members,has become a fast-growing topic in the field of management.CWB can be directed at the organization(CWB-O)or specific persons(CWB-P)and poses threats to effective organizational functioning.Therefore,the relevant issues about how to reduce employee counterproductive work behavior have been paid attention by scholars and practitioners in recent years.To decrease this kind of deviant behavior,we introduce socially responsible human resource management,which refers to recruiting and retaining socially responsible employees,providing CSR training,and considering employees’social contributions in promotion,performance appraisal,and remuneration.Based on the Affective Event theory,we explore the effect of socially responsible human resource management on counterproductive work behavior by examining the mediating effect of positive emotions,and further propose the moderation effect of CSR attribution in the process.Based on the data from the questionnaire survey,the results revealed four major findings.First,socially responsible human resource management is negatively related to counterproductive work behavior.Second,positive emotions mediate the relationship between socially responsible human resource management and counterproductive work behavior.Third,CSR’s altruistic attributions positively moderate the relationship between socially responsible human resource management and positive emotions;CSR’s self-interest attribution does not.Fourth,CSR’s altruistic attributions positively moderate the indirect effect of socially responsible human resource management on counterproductive work behavior mediated by positive emotions.Specifically,this study has both theoretical and practical implications.Theoretically,this study examines the relationship between socially responsible human resource management and counterproductive work behavior based on the Affective Event theory.Research o

关 键 词：基于社会责任的人力资源管理实践 反生产行为 积极情绪 CSR利他归因 CSR利己归因 

分 类 号：C93[经济管理—管理学]