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与以往的战略人力资源管理研究关注组织层面客观实施的人力资源管理不同,本文针对员工个体感知的承诺型人力资源管理与员工任务绩效、关系绩效的关系探讨。进一步地,基于人力资源管理的权变理论的视角,本文较早地检验了组织信任在感知承诺型人力资源管理与员工任务绩效、关系绩效的关系中可能发挥的调节作用。实证研究发现:员工感知的承诺型人力资源管理能够显著地正向影响员工的任务绩效和关系绩效;并且组织信任在感知承诺型人力资源管理对任务绩效、关系绩效的影响过程中起到了显著的调节作用。因此,本文丰富了感知承诺型人力资源管理对员工绩效影响的边界条件研究,也为扩展信任研究在战略人力资源管理领域中的发展和应用提供了重要的启示。
Different from the previous research on human resource management of strategic organization focusing on the objectively implemented human resource management at the organizational level, this paper aims to discuss the relationship between the employee’s individual performance-based human resource management and employee task performance and relationship performance. Further, based on the contingency theory of human resource management, this paper examines earlier the regulatory role that organizational trust may play in the relationship between perceived commitment-based human resource management and employee mission performance and relationship performance. Empirical study found that: employee-perceived commitment-based human resource management can significantly affect staff’s mission performance and relationship performance significantly; and organizational trust plays a significant role in the impact of perceived commitment-based human resource management on task performance and relationship performance Regulatory effect. Therefore, this paper enriches the research on the boundary conditions that affect the performance of employee by perceived commitment-based human resource management and provides important implications for the development and application of trust research in the field of strategic human resource management.