关系型电子人力资源管理对组织信任的影响研究  

Research on the Impact of Relational Electronic Human Resource Management on Organizational Trust

作　　者：薛梦圆 

机构地区：[1]南京师范大学商学院,江苏 南京

出　　处：《现代管理》2024年第2期310-318,共9页Modern Management

摘　　要：在竞争与风险与日俱增的今天,企业如何培养员工的组织信任从而避免人才流失成为发展的关键。文章基于社会交换理论和公平启发理论,对南京、苏州、扬州、无锡地区的23家科技企业开展问卷调查,分析了关系型电子人力资源管理对组织信任的影响,并探究了程序公平的中介作用和心理契约违背的调节作用。结果发现:关系型电子人力资源管理对组织信任有正向影响,这一正向影响被程序公平所中介,心理契约违背负向调节关系型电子人力资源管理对程序公平的影响。因此,发挥关系型电子人力资源管理的积极作用,提升组织信任水平,需要重视员工的程序公平感知,维持良好的社会交换关系,避免心理契约违背的消极作用。In today’s increasingly competitive and risky environment, how to cultivate organizational trust among employees and avoid talent loss has become the key to development for enterprises. In this paper, based on social exchange theory and fair inspiration theory, a questionnaire survey was conducted on 23 technology enterprises in Nanjing, Suzhou, Yangzhou, and Wuxi regions to analyze the impact of relational electronic human resource management on organizational trust and explore the mediating effect of procedural fairness and the moderating effect of psychological contract violation. The results showed that relational electronic human resource management has a positive impact on organizational trust, which is mediated by procedural fairness. Psychological contract violation negatively moderates the impact of relational electronic human resource management on procedural fairness. Therefore, to play a positive role in relational electronic human resource management and enhance organizational trust, it is necessary to pay attention to employees’ perception of procedural fairness, maintain good social exchange relationships, and avoid the negative effects of psychological contract violation.

关 键 词：关系型电子人力资源管理 组织信任 程序公平 心理契约违背 

分 类 号：F27[经济管理—企业管理]