幸福导向人力资源管理量表开发及对组织主人翁行为的影响  

Scale Development of Well-Being Oriented HRM and Its Impacts onOrganizational Ownership Behaviour

作　　者：陈建安[1] 黄立佳 金泽林 芦梦婷 CHEN Jian’an;HUANG Lijia;JIN Zelin;LU Mengting(Wuhan University,Wuhan,China)

机构地区：[1]武汉大学经济与管理学院,武汉市430072

出　　处：《管理学报》2024年第1期55-65,95,共12页Chinese Journal of Management

基　　金：国家社会科学基金资助项目(21BGL145)。

摘　　要：经过初始问卷编制、探索性因素分析、验证性因素分析等研究步骤开发了幸福导向人力资源管理的本土化测量量表,并基于此获取了67名人力资源经理与585名员工的配对调查数据,以揭示幸福导向人力资源管理对员工组织主人翁行为的影响机制。研究结果发现:幸福导向人力资源管理包含成长发展、共创共享、人文关怀和民主协商4个维度,且所开发的量表具有较好的信度和效度;幸福导向人力资源管理能够有效预测员工的组织主人翁行为,并且类亲情交换在二者之间发挥完全中介作用。The localized scale of well-being oriented HRM was developed through initial questionnaire development,exploratory factor analysis and confirmatory factor analysis.Further,based on the paired survey data of 67 HR managers and 585 employees,the impact mechanism of how well-being oriented HRM inspires employee’s organizational ownership behaviour was investigated.It was found that well-being oriented HRM consists of four dimensions:growth,co-creation and co-sharing,humanistic caring,and democratic consultation;The scale has good reliability and validity;Well-being oriented HRM can effectively predict employee’s organizational ownership behaviour,and family-like exchange plays a full mediator role between the two.

关 键 词：幸福导向人力资源管理 量表开发 类亲情交换 组织主人翁行为 

分 类 号：C93[经济管理—管理学]