关系型人力资源管理实践对员工主动变革行为的影响机制研究  

A Study of the Mechanism by which Guanxi-based Human Resource Management Practices Influence Employees’ Active Change

作　　者：杨陈[1] 唐明凤[2] 景熠[1] Yang Chen;Tang Mingfeng;Jing Yi(School of Management,Chongqing University of Technology,Chongqing 400054;School of Business Administration,Southwestern University of Finance and Economics,Chengdu 611130)

机构地区：[1]重庆理工大学管理学院,重庆400054 [2]西南财经大学工商管理学院,成都611130

出　　处：《管理评论》2019年第12期207-218,共12页Management Review

基　　金：国家社会科学基金项目(16XGL012)

摘　　要：文章以相对剥夺理论为基础探讨了关系型人力资源管理实践对员工主动变革行为的影响机制,尤其是研究员工心理安全感在二者间的中介作用以及心理权利和内部人身份认知的调节作用。对四川地区211套主管与员工配对的问卷调查结果显示:(1)关系型人力资源管理实践对员工主动变革行为具有显著负向影响,员工心理安全感在其中具有部分中介作用;(2)心理权利对关系型人力资源管理实践与员工心理安全感间的关系具有调节作用,即员工心理权利水平越高,关系型人力资源管理实践对员工心理安全感的负向影响越强;(3)内部人身份认知对关系型人力资源管理实践与员工心理安全感间的关系具有调节作用,即员工内部人身份认知水平越高,关系型人力资源管理实践对员工心理安全感的负向影响越弱;(4)员工的心理权利和内部人身份认知调节了员工心理安全感对关系型人力资源管理实践与员工主动变革行为间关系的中介作用:员工的心理权利水平越高,上述中介作用越强;员工的内部人身份认知水平越高,上述中介作用越弱。Based on relative deprivation theory perspective,this study examines how guanxi-based human resource management practices influence employees’active change by exploring the mediating role of the psychological safety and the moderating role of the psychological entitlement and perceived insider status.Analysis of multisource data from 211 Chinese employees indicates that guanxi-based human resource management practices are negatively related to employees’active change;and the psychological safety mediates the relationship between guanxi-based human resource management practices and employees’active change.Furthermore,psychological entitlement moderates the relationship between guanxi-based human resource management practices and psychological safety,such that the relationship is stronger in high than in low psychological entitlement.Whereas,perceived insider status moderates the relationships between guanxi-based human resource management practices and psychological safety,such that the relationship is stronger in low than in high perceived insider status.Finally,psychological safety mediates the relationships between guanxi-based human resource management practices and employees’active change when psychological entitlement is much higher;psychological safety mediates the relationships between guanxi-based human resource management practices and employees’active change when perceived insider status is much lower.

关 键 词：关系型人力资源管理实践 心理安全感 主动变革行为 心理权利 内部人身份认知 

分 类 号：F27[经济管理—企业管理]