摘要
目前,从企业所处的动态多变的外部环境来看,员工的主动变革行为对组织的成功发挥着关键性作用,因此如何激发员工的主动变革行为已成为组织管理中着重讨论的问题。基于社会交换理论和社会认同理论,文章探讨了人力资源管理实践与员工主动变革行为之间的关系,并进一步验证了组织认同的中介作用。通过对246份有效调查问卷进行数据分析发现:人力资源管理实践对员工主动变革行为具有积极影响;组织认同在人力资源管理实践与员工主动变革行为之间起部分中介作用。文章丰富了员工主动变革行为前因变量的研究,并且对组织实施成功有效的人力资源管理实践具有一定的参考价值。
At present,from the perspective of the dynamic and changeable external environment of the enterprise,the active change behaviors of employees play a key role in the success of the organization.So how to stimulate the active change behaviors of employees has become the focus of discussion in organizational management problem.Based on social exchange theory and social identity theory,this research explored the relationship between human resource management practices and employees'active change behaviors,and further verified the mediating role of organizational identity.Through data analysis of 246 valid questionnaires,it is found that human resource management practices have a positive influence on employees'active change behaviors;organizational identity plays a part of the mediating role between human resource management practices and employees'active change behaviors.This research enriches the research on the pre-dependent variables of employees'active change behaviors,and has certain reference value for the organization to implement successful and effective human resource management practices.
作者
孙志宜
马洁
Sun Zhiyi;Ma Jie(School of Business Administration,Xinjiang University of Finance&Economics,Urumqi,Xinjiang,830012;School of MBA,Xinjiang University of Finance&Economics,Urumqi,Xinjiang,830012)
出处
《市场周刊》
2021年第12期186-190,共5页
Market Weekly
关键词
人力资源管理实践
组织认同
主动变革行为
human resource management practices
organizational identity
active change behaviors
