人力资源管理实践与工会实践的耦合对员工创造力的影响  

Impact of the coupling of enterprise HRMPs and labor union practices on employee creativity

作　　者：周潇 胡恩华[1] 单红梅 Zhou Xiao;Hu Enhua;Shan Hongmei(School of Economics and Management,Nanjing University of Aeronautics and Astronautics,Nanjing 211106,Jiangsu,China;School of Management,Nanjing University of Posts and Telecommunications,Nanjing 210003,Jiangsu,China)

机构地区：[1]南京航空航天大学经济与管理学院,江苏南京211106 [2]南京邮电大学管理学院,江苏南京210003

出　　处：《科研管理》2023年第11期164-172,共9页Science Research Management

基　　金：国家自然科学基金重点项目:“中国企业-工会耦合关系理论构建与管理策略研究”(72032002,2021.01—2025.12);国家自然科学基金项目:“制度逻辑视角的工会-企业关系演进机制与实证研究”(71872089,2019.01—2022.12);国家自然科学基金项目:“人力资源管理实践与工会实践的耦合:形成机制及对组织效能的影响”(71772087,2018.01—2021.12);江苏高校哲学社会科学优秀创新团队:“中国员工关系管理研究”(2020003,2020.07—2024.07);中央高校基本科研业务费资助项目:“创建中国特色的企业-工会耦合关系理论研究”(NC2022007,2022.01—2025.12);中央高校基本科研业务费资助项目:“企业-工会耦合关系对企业健康影响研究”(NJ2022033,2022.01—2024.12);南京航空航天大学百强团队:“数智时代员工关系和创新管理团队”(2022,2023.1-2026.12)。

摘　　要：人力资源管理实践(human resource management practices,HRMPs)与工会实践(labor union practices,LUPs)的互动逐渐涌现为提升员工创造力的新的来源,但在学术界还未引起重视。基于注意力基础观,构建了人力资源管理实践与工会实践的耦合影响员工创造力的跨层次理论模型。运用多水平结构方程模型对61家企业及其351名员工的配对数据进行分析,研究发现:(1)人力资源管理实践与工会实践的耦合对员工创造力具有显著促进作用,且这一作用超越了人力资源管理实践的单一影响。(2)该耦合关系能够通过明确目标并辅以纪律保障增强员工对行为一致性的注意力,改善利用式学习,从而提升员工创造力;通过给予多样化支持和获得员工信任增强员工对行为适应性的注意力,改善探索式学习,从而提升员工创造力;在此基础上,还能通过塑造均衡的纪律、目标、支持和信任情境,优化员工注意力配置的关注、解释和行动,驱动双元学习平衡的涌现,从而提升员工创造力。研究结果显示出人力资源管理实践与工会实践的耦合能够有效预测员工创造力的独特理论价值,并揭示了其中的改善机理,为企业管理者激发员工创造力明确了一种新的途径。The current research on the relationship between human resource management practices(HRMPs) and labor union practices and its effects mainly roots in the western industrial relations context, and the results cannot help us understand the relationship between the two types of practices in Chinese enterprises. Labor unions in western countries(such as the United States) only act as representatives of employees, and often compete for employees′ interests with HRMPs. Labor protection won by this competitive relationship can help reduce the risk of innovation failure and increase the enthusiasm for creativity;however, the salary increase promoted by labor unions with ‘monopoly face' will create ‘misplaced incentives' for employees, which may hinder employee creativity. This makes the improvement of employee creativity uncertain. In contrast, labor unions in China not only promote the development of enterprises, but also safeguard the rights and interests of employees. The coordination of interests of enterprises and employees makes it easier to form cooperation between labor union practices and HRMPs, and achieve results that are difficult to realize by one single type of practices. In fact, with the advancement of China′s grass-roots labor union reform, the interaction between labor union practices and HRMPs has become more extensive in enterprises. In addition to the frequent interactions in traditional fields such as communication channel construction, collective negotiation, employee care, and training & development, interactions between the two have also become more normal in facilitating employees′ participation in innovation. The interaction between HRMPs and labor union practices in Chinese enterprises has gradually emerged as a new source for promoting employee creativity. However, researchers have paid little attention to this phenomenon. Based on the attention-based view, this article constructed a cross-level model to examine the impact of the coupling of enterprise HRMPs and labor union practice

关 键 词：人力资源管理实践与工会实践的耦合 员工创造力 双元学习 双元学习平衡 注意力基础观 

分 类 号：F272.3[经济管理—企业管理]