摘要
家庭友好福利逐渐成为企业人才争夺的利器,并呈现出由金钱型福利给付向服务型福利给付转型的趋势。在人工成本日益增长的背景下,企业如何有效利用有限的福利资源,消解员工在高强度竞争环境下的压力情绪,发挥家庭友好福利的最大价值,成为当前福利管理实践热点议题。然而,理论界对不同类型福利的效应差异却知之甚少。基于社会交换理论和认知-经验自我理论,本研究重点探讨两类不同的家庭友好福利(金钱vs.服务)对员工绩效的影响效应及其作用机制。情境实验(研究1)和多源多时点问卷调查(研究2)的结果表明:与目前主流观点不同,金钱型福利也能够承载情感价值,使员工产生情感承诺提升工作绩效;服务型福利通过情感承诺影响工作绩效的间接效应表现得更强。同时,员工对组织竞争氛围感知越强,金钱型福利通过情感承诺对工作绩效的正向间接效应越强;而服务型福利对工作绩效的情感作用路径则较为稳定,未受员工组织竞争氛围感知的影响。本研究拓展了信息加工理论在福利领域的应用,为企业如何设置家庭友好福利项目提供管理启示。
Family-friendly benefits have gradually become a weapon for enterprises to compete for talent,and there is a trend towards a shift from in-cash benefits to in-kind benefits.Against the backdrop of increasing labor costs,how enterprises can effectively utilize limited welfare resources to alleviate employees'pressure and emotions in a high-intensity competitive environment,thus maximize the value of family-friendly benefits,has become a hot topic in current welfare management practice.However,little is known about the differential effects of different types of benefits in theoretical research.Based on social exchange theory and the cognitive-experiential self-theory,this study focuses on exploring the impact and mechanism of two different types of family-friendly benefits(in-cash vs.in-kind)on employee performance.Results from a situational experiment(Study 1)and a multi-source and multitime-point survey(Study 2)show that,contrary to the prevailing view,in-cash benefits can also carry affective value,resulting in affective commitment and improved work performance,while in-kind benefits show stronger indirect effects on work performance through affective commitment.And,the stronger employees perceive the organizational competitive climate,the stronger the positive indirect effect of in-cash benefits on work performance through affective commitment,whereas the affective effect of in-kind benefits on work performance is relatively stable and not affected by employees'perception of the organizational competitive climate.This study expands the application of information processing theory in the welfare field and provides management insights for how enterprises can set up family-friendly benefit programs.
作者
刘善仕
刘敏
吴海波
崔勋
Shanshi LIU;Min LIU;Haibo WANG;Xun CUI(School of Business Administration,South China University of Technology,Guangzhou 510630;Faculty of Business,Macao University of Science and Technology,Macao 999078,China;Nankai University Business School,Tianjin 300071)
出处
《中国人力资源开发》
北大核心
2023年第10期67-84,共18页
Human Resources Development of China
基金
国家自然科学基金项目(71772067、71832003)
国家自然科学基金面上项目(72272054)。
关键词
金钱型家庭友好福利
服务型家庭友好福利
情感承诺
组织竞争氛围
工作绩效
In-Cash Family-Friendly Benefit
In-Kind Family-Friendly Benefit
Affective Commitment
Organizational Competitive Atmosphere
Job Performance
